You’re having trouble with an employee. After trying different things, you realize you hired wrong person in first place. Has this happened to you? If so, here are tips on how to hire right person in first place:1.WRITE A [REALLY ACCURATE] JOB DESCRIPTION.
Consider paying a writer to interview person currently in job and to write description. Make a check list of necessary credentials, training, skills and academic degrees.
2. CONSIDER THE PERSONALITY NEEDED.
Think through both requirements of job itself, and people with whom they’ll be working and write it out.
For instance, I worked with a company with 3 partners hiring their first support person. They knew what skills they needed, but overlooked fact that most important trait in a support person is their willingness to help. They needed someone who could get along in this small office of four. Answering to three bosses requires patience and resilience. They need to be centered enough to demand bosses prioritize tasks, and flexible enough to switch tasks continually.
3.INTERVIEW FOR THE PERSONALITY.
Irritability and complacence, dominance and curiosity show in facial gestures, in tone of voice, in speed of speech and movements. Work with a coach to learn more about reading nonverbal communication.
Assess also with StrengthsFinder® profile (see below). Someone with Command for a strength doesn’t like to be given orders and is not a good choice for a support position, unless you like to ride a bucking bronco.
4.INTROVERT OR AN EXTRAVERT?
Extraverts derive energy from other people, while people drain introvert. What does job require? Keep in mind, though, that it has a lot to do with being in control of flow of people. Introverts, surprisingly, can make some of best salespeople.
5.WHAT ARE THEY INNATELY GOOD AT?
Innate strengths are things we’re naturally good at that don’t drain our energy.
The StrengthsFinder® profile, from Gallup, is a dynamite profile in hands of an expert interpreter. It will tell you person’s top 5 innate talents using terms such as Focus, Deliberativeness, Relator, WOO (winning others over), Maximizer, Futuristic, Harmony, and Positivity.
Example: A CEO I worked with needed an employee to do due diligence. Deliberativeness is exactly quality for this. People with this strength do “due diligence” as naturally as you draw a breath. They are innately cautious, don’t jump to conclusions, and anticipate loopholes and problems.
6.EXAMINE THEIR ‘SOFT’ SKILLS.
How does this person get along with people? How well do they manage their own emotions? How to they handle themselves under pressure?