Tags: bad, bosses, david hoffman agency, hiring, jobforce, practices, right, smart, tips
by David Hoffman Jr
(Washington, DC) In my last post, I promised to focus on ‘bad bosses’ and I must admit, I’m a little overdue. Hey, I had to do my research. During my ‘research phase’ things really became interesting, when the person I least expected (and actually had ear marked for a promotion) turned out to be the person who seemed to grow five heads (literally overnight). Ever had this happen to you? What was even more surprising was that the person I had predicted would NOT do well, and perform well in a management position turned out to be the superstar that came through in the darkest hour when I least expected.
It turns out, this wasn’t the first time this person had been a shining star, it was ME who just had somehow failed to notice. How could this have happened? Am I a bad boss? Is my judgement that bad? How did the best person go unnoticed to me, and the person I was about to promote fool me so well? Was I blind or losing my edge to the detriment of the business, the customers, and my investors. It was soul searching time – OF THE HIGHEST ORDER! What was I to do?
I TURNED TO MY MENTORS
I turned to my personal development library and found none other than Lou Adler who is an expert on hiring. After reviewing some of his books, and doing a little soul searching. I realized that I was prejudiced, or more accurately harboring hiring biases that were like a cancer to the growth of the business.
Based on these false biases, I was predisposed to make consistently bad hiring decisions. Of course, this would lead only to more problems because, I had NOT hired the talent that my staff so desperately needed, and placed this talent into the positions they were needed in (like yesterday). I was instead, hiring people who didn’t actually know what they were doing. It took longer than expected to get the new hire ready to handle the workload, and we wasted precious valuable resources at a time when resources were strained. I won’t bore with the details. Instead, allow me to introduce Lou Adler, and let him share his insights with you. Perhaps you can avoid the mistakes that I made, and take corrective actions before it’s too late. Here’s Lou, and be sure to click on the video to listen and we’ll pickup where we left off below afterwards:
HIRING WITH YOUR HEAD
As you learned from listening to Lou’s podcast, we are most likely letting the ‘Spectacular Hires’ get away! Lou teaches us that the employee candidates who give the best job interviews are frequently the WORST HIRES, while conversely, those candidates who may have given the worst interview often turn out to be the best employees in the long run.
As bosses, we have to make a focused effort on understanding the job position and what is needed BEFORE interviewing and making the final selection process.
I have changed my approach and begun working in every single position of any organization or project I am given to manage. I’ve also taken it a bit further, by instituting job shifting and rotating (periodically) for a short time, different people into the various different functions of the work activity. I noticed that almost immediately, everyone began to appreciate each others roles more. The real surprise was that suggestions on how to improve efficiency started to come in freely. Before, I had to almost drag ideas out of people.
I’ve even go so far as to work for other companies (on short assignments) to keep myself ‘close to the front’ so to speak where the emerging opportunities or problems were to be found. This was a real learning experience.
There is an enormous resource of information out there, if bosses will listen. Even if you are a boss and you don’t listen, that doesn’t mean your customer or your competitors aren’t listening. You can begin to monitor Social Media communities and I’m sure you’ll find people talking about you (and how you’re performing as a boss), or your products and services. These can be valuable places to start to look for ways you can enter the marketplace if you’re thinking about launching a new product or service.
A competitor who’s boss or CEO may think they have the market dominated, may in reality be on the brink of disaster (hopefully without any of your investment dollars or retirement portfolio at risk). Check out these companies and see which companies are rated low compared to which companies are beloved by their employees. It’s a real eye opener to say the least:
Tags: comSCORE, david hoffman agency, dc, employment, jobforce, national career readiness certificate, ncrc, new hires, Northern Virginia WIA providers, strategies, training, washington, youtube
(Washington, DC) Hiring a new employee to join your staff is a great opportunity for your company, office, or organization! It can also be a way to waste the opportunity as well.
Unfortunately, a lot of the ambition, creativity, enthusiasm and commitment that new employees can bring is lost through poor orientation, poor hiring practices, and a failed transition into your work place.
There’s a lot that can be done to capture this human potential which benefits the employer, and simultaneously helps the new employee at the same time. This in essence is a perfect scenario and the way things should work in the hiring process, but often don’t.
Change is inevitable. Organizations do not have to grow stale, and become less effective, or less responsive to the needs of their key stakeholders if they keep the flow of new employees moving in to refresh and revitalize the work place. In a nutshell, I’ll try in this post to share some ways you can keep the flow of new employees who are creative, healthy, productive and eager to work for you flowing into your organization.
LET EM SPEAK!
Don’t be afraid to let your present employees talk and share with the world (in an unscripted fashion) what’s so great about working for your company, agency, or organization. The most credible and powerful draw you will have in drawing new hires to your work place is for your present staff to candidly share why they like work there in the first place.
I interview candidates regularly. I juggle my focus between the employers and the job seekers so that I can bring all sides to the middle, where the hiring activity actually takes place. At some point during the interview process, I can see in the eyes of the candidates, a spark or passion ignite and an intense desire is created to work for the employer. When this passion is managed correctly, and in line with the employers objectives – a ‘win-win’ scenario takes place. You end up getting a diverse group of people who are really passionate about helping an employer get the job done. Sometimes, it’s the employer who’s really passionate about hiring an candidate. When both the candidate, and the employer really want each other – that’s the magic I hunt for daily.
Just the other day, I was talking with a candidate who I felt would be a great fit for a locally based multi-billion dollar government contractor. I understood clearly what the employer wanted and I felt I could help them meet their objective perfectly with a candidate I had in mind. Unfortunately for me, the candidate was fixated on working for another local employer. Finally, after I had done my very best in laying out all the benefits the job offer and the employer had to bring to the table – I was politely declined when the candidate told me they really wanted to work for another company.
When I asked why, she told me that she had visited the other employer’s Youtube channel and had watched how the employees had loved working there, and what the culture was like and how they could prosper at the company. This company (comSCORE) had gotten it exactly right. But, don’t take my word for it. Watch this video, and then decide for yourself if this is a company you’d like to work for.
COMPETITION FOR TOP TALENT IS FIERCE
Now if you are hiring for a position that is similiar to comSCORE, can you see how their Youtube video has made it a very challenging proposition? Their present employees basically do the selling of “…come work for comSCORE. It’s great here!”. No matter what I said, or how great the opportunity I was presenting on behalf of the employer I was representing could be, comSCORE’s employees put up a barrier that I could not break down. In this competition for one new hire, comSCORE got it right, and they beat me at the opportunity to hire this candidate. You can do the same thing to0. There is nothing stopping you from taking advantage of a valuable resource that you already have working for you already, and that is your present employees!
Unless you’re a bad boss, they’ll be happy to share their experience with the world about why you’re one of the best places to work.
In my next post, I’ll try to focus on ‘BAD BOSSES” and how they may be ruining new hire opportunities by doing such things as communicating contradictory behavior patterns, allowing low or poor performance standards, and exhibiting a sense of indifference to people. Read the rest of this entry »
Tags: business, dc, dell, entrepreneur, hiring, innovation, training
Did you know that a 12 year old started his first business by posting a small ad and then selling merchandise direct to customers? Did you know that his parents threatened him and told him to “…get his priorities straight’ and focus on college so that he can become a doctor instead of playing around with this computer stuff? Find out more about the 12 year old who would later go on to become the founder of the world’s largest computer manufacturer commonly known as Dell Inc, and it’s founder, Michael Dell by listening to this podcast here: