BSI MANAGEMENT SEARCH & CONSULTING, LLC
BSI MANAGEMENT SEARCH & CONSULTING, LLC

At BSI Management Search & Consulting, LLC we believe that engaged people who  add value make great employees.  We assist companies to recruit, hire and retain great employees.

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CHANGES IN THE WHO AND HOW WE HIRE

 

I believe there has been a real change taking place over the last 10 or 15 years in the careers we are hiring for and the processes we use to hire them.  It was not that long ago when we were hiring people that did not need any type of technical background.  I remember being hired for a sales position and while I knew how to work on a computer I had no idea as to the technical things I would be doing with it in a very short period of time.  I was developing data, analyzing data, presenting data to customers, and much much more.  I am sure that today I could not possibly be hired for the position.  The same is also true for workers on a factory floor, or in a distribution facility.  The retired CEO of GE, Jeff Imelt, said recently that GE will not be hiring anyone who could not code.  A few years ago, I am not sure if I knew what coding meant.   

The next change is the HOW we are hiring. We have developed these incredibly sophisticated hiring systems which allows us to retrieve all kinds of data about a candidate.  These systems show us all there is to know about the HARD skills a person has to do the job.  There is only one problem.  They have not helped us to improve our results.  We are still making bad hires 40% of the time.  They do not help us to hire engaged people who add value. 

Whether or not a person is engaged would depend upon the HOW and the WHY a person does what she does versus the HOWs and the WHYs of the job.  If they match you are like to get an engaged employee and a good hire.  If they do not, you are just as likely to get a disengaged employee and a bad hire.   The next item is whether the person has a history of accomplishment.  Does she improve processes, finish projects, add sales, increased productivity, decreased costs then she will likely add value at your company. 

If you would like to learn more information about changing your hiring system to meet your needs and improve your good hire score from 60% to more than 90%, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.

Importance of Understanding Your Corporate WHY

 

For the last few months I have been studying the works of Simon Sinek.   Simon is an entrepreneur who has studied organizations and what makes them successful.  He talks and writes about the “Golden Circle”.  In the Golden Circle, he shows that most companies start with WHAT they do and HOW they do it.  However, real successful companies start with the WHY they exist first.  WHY they believe then HOW they do it and WHAT they do.   He uses as examples companies such as Apple, Harley Davidson and Southwest Airlines.    All three companies understand their WHY.

What does this have to do with the hiring process?  Actually, a lot.  When you understand the WHY you are in business you understand your purpose.  You create an environment that people can believe in.  This allows you to hire people with similar beliefs.  This can create an environment where people can do extraordinary things.  You are creating an environment of engaged employees who are working not just to make a living, they are working for a system of beliefs that they can aspire to.  This, of course, cuts down on turnover which increases productivity and profits. 

 He discusses attending a meeting of high level executives at Microsoft, which no longer knows what there WHY is, and at Apple, which does.  At Microsoft, most of the meeting was taken up by discussing Apple and their latest updates.  At the Apple meeting, they discussed how to make the lives of their customers better.   There was no mention of Microsoft.  Microsoft has a transactional relationship with many of their customers.  Apple’s relationship with its customers is more that of a family.  Apple customers buy not only Apple computers, but also their phones, their I pods, their I pads, their watches and anything else they produce.  They are loyal to the core.

If you would like to understand the concept of the “Golden Circle” , I recommend that you watch Simon’s videos on You Tube and read his book, “Start With Why”.  If you would like to discuss how to hire people with a belief system that reflects your company’s, call me at 770-639-5096 or email me at charlie@bsiconsult.com.

I hope that this is helpful.  Have a GREAT August.

 

 

WHAT IS YOUR CORPORATE BRAND?

 

Is your company regarded as one of the best places to work in your area?  If not, why not?  Are you having trouble hiring the best for your open positions?  What is the reputation of your company?  Is it noted to be employee friendly?  Is it regarded as employee unfriendly?

I raise these questions because we are very close to a full employment economy.  That is, the only way we can hire trained people for our open positions is to hire away from other companies.   But if your company does not have a great corporate brand that gets more and more difficult.  The following are some ideas to improve your corporate brand and become the place to work at in your area.

  1.  Know what your company believes in not just what it does.  Why is it in business?
  2. Create an amazing work environment.
  3. Create an employee development program where employees are learning the latest technologies in their field. 
  4. Get the work environment right and you will get the right environment.
  5. Improve your hiring system.  Hire for soft skill not just for hard skills.

If you would like to learn more about improving your corporate brand so you can hire the best employees for the position, please call me at 770-639-5096 or email me at charlie@bsiconsult.com.

 

 

 

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A Solution To Making Bad Hires

We have written on this subject several times.  It is the cost of a bad hire.  It has also been written about in the Harvard Business Review and many other business magazines including Fortune, and INC. 

Most agree that the cost of a bad hire is about 5 times the annual salary of the person who is the bad hire.  If you hire a person at $50,000.00 per year it could cost you $250, 000.00 to replace her.  The costs include job advertisement, interview costs, training costs and loss of productivity.  But this does not include lost quality, lost or late projects or even lost orders.  A bad hire is a big problem that occurs in 40% of our hires.  If you are a small company or even a small division of a large company, this could make the difference between a great profitable year and a terrible not profitable year.   Did you know that 80% of employee turnover comes from bad hires? 

What is the solution to this problem?  It remains very simple but does require some changes in your hiring process.  The following are some ideas we recommend you include in your hiring process. 

  1.  Update your job description.   One of the main reasons for making a bad hire is that we use a job description that is out dated.  We recommend appointing a committee consisting of people close to the position to review and update the job description.
  2. We recommend that this same committee take a Behaviors & Motivators assessment.  This assessment is then summarized so that you have an idea of the soft skills required to be successful in the position.  The purpose of the assessment is to understand the HOW and the WHY the candidate does what she does.
  3. Have all candidates for the position take the same Behaviors and Motivators assessment.  This assessment is then compared to the assessment taken by the committee. 
  4. Those closest to the committee’s scores get to continue the interview process. 
  5. All new hires should be a part of an On Boarding process, the length of which depends upon the new hire and the position.

This process is critical to a successful hire.  It can increase your ability to hire the right person for the right job from about 60% to more than 90%.  If you would like more information, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.

 

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Adapting to Life Using the DISC Assessment
BSI Management Search & Consulting, LLC is a recruiting and consulting firm. We assist companies to recruit, hire and retain engaged employees.
We are going through a period of intense political and political turmoil throughout the globe. The United Kingdom leaving the European Union unexpectedly, acts of terror in France, Belgium, Bangladesh and the US all lead to great turmoil both economically and politically. To survive and in fact to thrive in these times we need to be flexible. But what does that mean? You cannot be flexible about the HOW you do the things you do unless you really understand yourself. Am I an active or a passive person? Am I task oriented or people oriented? A naturally outspoken person can adapt to be a quiet person when she needs to. The fact is most of us have some combination of being active and being passive and being task oriented and being people oriented. We are not just one or the other.
The DISC assessment can help us to understand HOW we do the things we do in our natural style but it also helps us to understand our adapted style, that is those characteristics we can go to adapt to the situation. For example, if our natural style is to be impatient, when the time call for it we can be calm. If we are a bold decision maker we may need to adapt our behavior to be more conservative in our decisions. See a crisis is an opportunity for us to grow, despite the amount of pain it might cause. How well do we really know ourselves? By taking a DISC assessment we will learn about our natural style, our adapted style, about our value to an organization, the way we like to communicate and much more. The Action Plan found is the DISC assessment developed by TTI Success Insights gets us to really understand our behaviors, the HOW we like to do the things that we do.
If you would like more information regarding DISC, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
HIRING INTERNS FOR SHORT TERM PROJECTS
We have all faced the situation where you are in the middle of several projects all at different stages of completion. One project requires some research, another project requires some analysis of data and so on. These are all short term jobs, but are critical to the completion of the projects. One method of doing this is hiring intern from your local college or university’s business school. However, you cannot just go out there and say to the school I need an intern. Like any other hiring situation, you must go through a hiring process. We recommend the following steps to this process. They include the following:
1. Meet with the school career specialists or a professor to tell them exactly what you are seeking, how long you expect to need them, your criteria for hiring, etc. Develop benchmarks for the hard and soft skills required to be success in this this internship.
2. Develop an application process which would include the presentation of a resume. Ask all candidates to take a Behavior & Motivators assessment by TTI Success Insights.
3. Compare the results of the candidate’s assessment with the benchmark.
4. Interview those candidates closest to the benchmark.
Internships are different today than they were several years ago. Interns are actually completing meaningful tasks in the organization. For example, annually I assist Goizueta Business School at Emory University MBA students with mock interviews to prepare those who are seeking internship positions. These students prepare for these interviews like it is the most important item on the plate. For most it is. An internship with the right company doing what she wants to do in advancing her career objectives is a big feather in their cap. It can lead to a full time position upon graduation. I remember one student who during my interview with her said that she already had an internship position with the company she wants to work for doing exactly what she wanted to do to further her career. She also mentioned to me that she will be “highly” paid.
The reason for the taking assessments even for intern is that because their time in the company is likely to be very intense. If, as their supervisor, you know how to best communicate with her, her value to the organization, how to best manage her, then their time with you and your company will be rewarding for you and the intern.
I hope that this information is of value to you. If you would like to discuss further, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Why Use Behaviors & Motivators Assessments in the Hiring Process?
40% of the hires we make end up being bad hires. The main reasons for this include:
1. Bad job descriptions.
2. Biases made in the choosing of a candidate.
3. Looking at a candidate’s hard skills and not considering soft skills.
4. Asking the wrong questions.
5. Not doing reference checks, background checks and drug checks.
Using a Behaviors & Motivators assessment by TTI Success Insights will help to resolve at least two of these issues. They help to eliminate bias and they can resolve the consideration of soft skills of the candidate. Remember, you hire for a person hard skills but you fire for attitude.
Let me tell you a story about the design engineer. He is sitting at his table working on projects, designing new products, making product improvements. Usually design engineers are pretty passive individuals, very detail oriented. However, he often sees a sales engineer coming in and out of the building. He always has a smile on his face, he drives a new car, he seems to come and go from the office as he pleases. The sales engineer is usually an active person, a problem solver, a very enthusiastic personality. The design engineer applies for and gets a job to be a sales engineer for his company. Immediately he is having trouble adjusting to his new life style. He is having trouble making the number of sales call required to be successful in the position. He is having trouble reaching out to resolve customer issues. He learns pretty quickly that being a sales engineer is not what he really wants to do and goes back to being a design engineer.
This could have been avoided with the taking of a Behavior & Motivator assessment. It would have pointed out that he was very detail oriented and a passive person versus what is required for the position he was seeking. It would have saved him and his company considerable expense, anxiety, possible embarrassment, etc.
If you would like more information about how the Behaviors & Motivators assessment tool can assist you in making great hiring decisions, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Building Your Sales Organization
I want to tell you a story. It is about a distributor with major national contracts with 2 major retail national accounts. Their job is to store door deliver and to maintain the Wine Section of both customer’s stores. The distributor management had set up two offices to work with the headquarters personnel of both companies. The concern was to be sure that the two groups work together where possible and that each group increase their relationship with the respective customer.
The company management hired two experts to conduct assessment training and job benchmarking to enhance the company culture and determine overall fit. The process took four, 2 day sessions over a 12 month period.
The results of this training yielded the following:
  • Increased engagement with current buyers.
  • Increased retail performance and growth.
  • Reduced conflict with clients on everyday business dealings.
This is just one example of the power of how our assessment tools can assist you and your company to increase sales and profits.
For more information, please either call me at 770-639-5096 or email be at charlie@bsiconsult.com.
Hiring Without Bias
BSI Management Search & Consulting, LLC is a recruiting and consulting firm. We assist companies to recruit, hire and develop engaged employees.
Have you ever wondered why some teams are more successful than other teams? Why the Boston Patriots can continuously have a draft pick at the bottom of the list and still be contenders every year? Why the Cleveland Brown are always at the bottom even though they get to pick at the top of the list every year? Why the NY Jets seem to have great athletes but rarely make the playoffs? All of the teams go through the same basic process in draft players for the coming season. They watch film, they watch players work out. They watch games. They interview players. They do background checks and much more. Yet, they continue to make hiring mistakes, most of which are predictable.
Is it avoidable? I believe it is. I believe that the teams that continually do not make the playoffs in any sport are really not doing the same things that the successful teams do. The successful teams know exactly what they need to be successful. Non successful teams seem to be picking the “best athlete” with no particular goal in mind as far as position, etc. Are you just picking the “best athlete” or are you hiring a person with the hard and soft skills to do that job in your company? So, if you want your organization to be an elite team of achievers follow these simple rules.
1. Know exactly what you are seeking and have it written down in a job description.
2. Develop the benchmarks you will need to compare a candidate to, including hard and soft skills.
3. Have each candidate for the position, take a Behaviors and Motivators assessment by TTI Success Insights and compare the scores to the benchmark for soft skills. The ones with a good match get to go to the next step.
If you would like to be a leader in your industry, hire people who will be engaged in their work and will assist to make your organization ranked at the top of its industry.
If you would like more information about developing a hiring process that really works, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Employee Retention – A Different Perspective
It is a funny world out there. Employers want their employees to be engaged and productive. Employees what to be engaged, productive in activities that they enjoy doing. They also want to be compensated fairly for the job that they do. This has sometimes caused some friction between the employer and the employee. But what if the employee understood each part of the business and how their role helps to drive the company forward and optimize every aspect of the company.
What if every employee was comfortable with the fundamentals of finance, including understanding the current financial picture and what is need to make the company grow? The more familiar the employee is with the numbers, the more likelihood is the fact that they will find ways to cut costs, optimize efficiencies and increase revenue. This may create funds that can be used to increase their compensation.
In Marketing and Sales, if every employee knew how to talk about the company’s products or services, how different they were from competition, how the company’s products solve problems or make the world better. It would build trust and enthusiasm and become your biggest advocates.
In the area of Operation, employees can offer suggestions the increased productivity and lower costs and also increase morale because the employee sees an employee idea being utilized.
All of this brings engagement to the employee. It also brings employee development which is one of the key ingredients to retaining engaged employees. In order for the employee to understand their effect on what they do in the company they will need some fundamental training in those areas. Can you imagine the rewards that the company will receive? Can you imagine the increased productivity?
At BSI Management Search & Consulting, LLC we assist companies to recruit, hire and develop engaged employees. If you would like to discuss developing programs that will help to retain engaged employees, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
More on Developing a Hiring Strategy
BSI Management Search & Consulting, LLC is a recruiting and consulting firm. We assist companies to recruit, hire and develop engaged employees.
I think we can all agree that one of the important criteria of judging whether a company is a good company to work for is their hiring strategy. How do they make their hiring decisions? Is it guessing who is the right fit for the job? Do they actually have a process that leads the company and the candidate down a decision path?
More and more companies are choosing to develop a hiring process that helps to lead the company and the candidate down a path where at the end they are hired because they let the criteria set for both soft skills and hard skills do the work. One of the main reasons we make a hiring mistake is because we use a job description that does not accurate describe the job. Has that ever happened to you? It has with me a couple of times. Also, it happens to me regularly as a recruiter. How do you correct this? Form a committee of about 5 or 6 people who either work at the job or work for or the position works for job. They meet to develop a list of “Job Accountabilities”. That is a list of things that the person in this job will be doing. They then rank these job accountabilities in terms of importance and time spent. It is important that the committee only account for about 80% of the position’s time. The other 20% is taken up with uncontrollable that are not foreseen. So now you have an accurate description of the job in question.
The second mistake companies have historically made is that they do not know what soft skills are needed for this job at this company? To solve this problem, you ask the committee members that developed the job accountabilities to take a Behaviors & Motivators Assessment developed by TTI Success Insights. The results of the assessments are then combined into one assessment. Then you ask all candidates for the job to take the same assessment. The results are then compared to the benchmark set by the committee. Those closest to the benchmark get to move on in the hiring process.
I hope that these suggestions are helpful in assisting you to make great hiring decisions more than 90% of the time. If you would like more information, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
On Boarding and Developing New Employees
BSI Management Search & Consulting, LLC is a recruiting and consulting firm. We assist companies to recruit, hire and develop engaged employees.
Last week we wrote about developing a hiring system for your organization. We paid particular attention to the first of three parts of a hiring system. recruiting and hiring. This week we will discuss the other two parts; On Boarding and Employee Development.
On Boarding is a process which introduces the new employee to her new employer. In the past a new employee came to work that first day, met with HR and was shown her workstation. She spent the rest of the day trying to get her work space ready. That was basically it. Well not anymore. The competition for many career fields is so great that many companies have implemented an On Boarding Process. An On Boarding Program is a process of introducing a new employee to her new company, insure that she understands to job accountabilities of the position and the goals and objectives of the position. The On Boarding Program also includes any training required for the position and follow up meetings to insure that the new employee is on schedule and if changes need to be made.
The third part of hiring system is employee development. From the first day on the job when she meets with her manager to review the position, goals and action plans, discussions should be initiated about her development. That is what training she may require and when the development should start. Actually, as we know learning and training is an ongoing process in a person’s development. This discussion should also include what personal aspirations the new employee has and what development may be necessary for her to meet her own personal goals. This is not to say the employer needs to pay for this personal development but it should support her in this regard.
By developing an On Boarding and an Employee Development programs with your employees they get the belief that the company is interested in them as people and in their progress with their career. They become engaged employees which increases the productivity of the team and/or company. This reinforces her decision to work for your company. These programs also increase the company’s reputation as the best company to work for in that area which brings to it more great talent.
If you would like more information about developing a hiring system in your company, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
What is Your Hiring Strategy?
BSI Management Search & Consulting, LLC is a recruiting and consulting firm. We assist companies to recruit, hire and develop engaged employees.
Do you have a hiring process? If you do, can you measure how good it is? Does it allow you to hire the right person for the right job 60% of the time or more than 90%? If your hiring process is not at least 80% successful, you probably do not have one. Did you know that 80 million baby boomers will be retiring in the next few years? These people will need to be replaced.
Your hiring strategy should have at least 3 parts to it. They include:
1. A Recruiting Strategy.
2. An On Boarding Strategy
3. An employee development strategy.
The recruiting strategy should include the steps you will take to recruit new members to your team. Will you recruit internally? Will you use a referral program with your employees? Will you place adds on job boards or in newspapers or other media? Will you use recruiters or a staffing firm to recruit your new employees? Do you keep a list of potential candidates at hand to call when there is a need that fits their skills? I believe that there needs to be a few must haves in a recruiting strategy. They include;
1. Develop a Jobs Accountabilities list that is ranked in terms of time spent and importance.
2. That all candidates should take a Behaviors & Motivators assessment that is compared to a benchmark assessment.
3. That only candidates that come closes to the benchmark be able to move to the next step.
We will be discussing the other two strategies in the coming weeks. A philosopher by the name of Tom Morris, PhD has a great quote. “Never allow what is very good to keep you from the best.” If we are to hire the right person for the right job, then we need to be continuously improving and updating our hiring strategy.
If you would like more information about developing a recruiting strategy, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
DEVELOPING AN ON BOARDING PROGRAM
BSI Management Search & Consulting, LLC is a recruiting and consulting firm. We assist companies to recruit, hire and develop engaged employees.
I remember early on in my career when I started a new job and after I filled out my tax and benefits information I was shown my work station and told to start making telephone calls by the administrative assistant of the office Branch Manager. That was the extent of my On Boarding. Up until recently this is what occurred every time I started a new position whether it was within the company or at a new company. Those first few weeks and even months were pretty nerve racking. Am I doing OK? Is there something I should be doing better? What are their expectations? What products should I be concentrating on? Where is the price list anyhow? Who is that person next to me? What does he do? If I have a problem, who do I go to?
Companies have finally learned that this process is not satisfactory. It creates havoc in the work place because people start doing their own thing rather than a tried and true formula for success. They may even create their own price list or a way to build the widget the company was selling. It creates employee turnover.
Those companies that seem to be the leading companies in their industry and have an excellent employee brand have developed an On Boarding Program for new employees to the company and new employees to a job. In the March/April edition of Talent Management magazine there is an article about how a toy manufacturing company has developed an On Boarding Program. Each new employee is expected to complete a 13 course program aimed at ensuring that they receive a detailed orientation packed with lessons on the company’s history, culture and development. According to a study done by SHRM, employees who receive a structured on boarding program are 70% more likely to stay at the company for more than 3 years.
I believe an On Boarding program should not only include lessons on history, culture and development but it should also include understanding the job accountabilities for the position ranked in terms of importance and time spent. It should include developing goals and action plans with the manager/supervisor/coach/mentor. These goals and action plans should include corporate goals and personal goals from a development point of view. The manager should meet with the new employee at least quarterly, and more often if necessary, to review progress, make necessary changes and assist in getting the goals completed as scheduled.
If you would like more information regard developing or improving your On Boarding process, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Are You Asking the Right Questions to Find and Retain Top Talent?
BSI Management search & Consulting, LLC is a recruiting and consulting firm. We assist companies to recruit, hire and develop engaged employees.
Remember a couple of years ago? You needed a technician to keep your production lines or distribution center working. All you needed to do is place an ad in the local paper and they would show up in great numbers. That is no longer happening. In fact, in today’s world placing an ad in a paper or online may net you zero applicants. There is now a shortage of trained technicians that have the knowledge to keep your lines running. There is also a shortage in other critical areas such as many fields in engineering or other technical careers.
So, leaders of organizations are wrestling with finding and retaining talent. But are they asking the right questions of themselves? Some of these questions include:
1. How do we define talent?
2. What are the key jobs that impact the overall productivity and success of your organization?
3. What are the key accountabilities of those jobs?
4. What skills and experience are needed to accomplish the key accountabilities?
5. Are we holding on to our best talent?
6. What are the issues that cause employee turnover?
7. How do you measure performance?
BSI Management Search & Consulting, LLC deal with these issues constantly as we assist companies to recruit, hire and develop engaged employees. We may be able to assist you to develop answers to these critical questions. Just call us at 770-639-5096 or email me at charlie@bsiconsult.com.
The Demise of the Annual Performance Review
We have reported on this in the past. I guess some organizations just cannot make the change from the annual performance review to almost anything else. It is a reason for employee turnover. In my career I have gone through a bunch of them. I can say that whether I was the recipient or the giver, it was not a fun event. You bring out last year’s review to see what was set as goals, what improvement needed to take place, etc. Of course, none of this has been discussed since so the contents of last year’s report are long forgotten. Then there is the formula. You cannot give everyone an excellent review because that could affect your review and affect how bonuses are handed out and how next year’s salary increase is to be parceled out. From the recipient’s point of view most of the subjects discussed have no bearing on the job he is currently doing because the job descriptions and responsibilities have not been part of the actual job for many years.
So what are companies changing to? They are changing to a system where the manger/supervisor becomes a coach/mentor. Instead of pointing out all the things you did wrong, the job now is to assist in making that team member successful. The key is to get the job or project completed successfully. To accomplish this the manager/supervisor meets with each member of his team individually. In this meeting job accountabilities are discussed along with corporate/team goals and what that individual’s responsibility is to make sure the goal is accomplished. Then some personal goals are discussed that the team member could accomplish. Action plans are put together. The team member and the manager/supervisor meet at least quarterly to discuss progress on the goals and action plans and where necessary adjustments made. There is even a software package that assist both the mentor and the employee in keeping up with the progress made on each goal. Help is only an email or telephone call away.
This allows the team member to actively participate in establishing meaningful goals and action plans that she knows will be reviewed periodically, not to criticize, but to improve and adjust. This leads to a much better working environment.
If you would like to learn more about this type of review process, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
The Expense of a BAD Hire
We, because it not only can affect the bad hire but also the engaged employee working next to him, have discussed the cost of a bad hire many times. The costs can be overwhelming
One of my associates at TTI Success Insights put together a list of 10 reason why you cannot afford a bad hire. They are as follows:
1. Wasting time and money defining the job, advertising the position, recruiting potential candidates and interview prospects.
2. Pay unrecoverable fees to recruiters.
3. Wasting time and effort on existing employees during the on-boarding and training process.
4. Turn out less work or fewer results for every dollar or hour invested.
5. Frustrate and negatively impact the work load of all the people who worked with the bad hire
6. Lose opportunities to engage and sell new and exist customers. As a result, you may sour relationships with potential new customers.
7. Destroyed long term relationships with key clients. This could be caused by a late project, or sloppy work, or bad quality caused by the bad hire.
8. Other people you employ may be led in the wrong direction.
9. Lose the time invested in coaching and other attempts at corrective action.
10. Depending upon the job, the total dollars lost in opportunities could range from a few months payroll to tens of millions of dollars.
We have written about how to avoid bad hires. Basically it comes down to the Job Benchmark System by TTI Success Insights. If you use it, you will significantly decrease the number of bad hires. If you do not use it, you will continue to make bad hires at about the same rate. For more information, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Why Would a Candidate Want to Work for Your Company?
We often ask a candidate why they would want to work for your company. We have some high expectation about them saying what a great reputation the company has, or they always wanted to work their or they really like the way the company does this or that. The truth be told it is probably none of those reasons. I remember interviewing for my second job out of the army. I had two reasons why I wanted the job. One was because I wanted to desperately leave my current job at General Motors and the second reason was I needed the money. There was the promise of career growth and all of that which did occur but those were the 2 main reasons I wanted the job.
But what about the company? Why should they have wanted to hire me? Why would a candidate want to work at your company? Are the reasons why I went to work for my second employer good enough? Certainly they can be a part of it. But I think in today’s world, and also in my old world, it has to come down to something a little better than my 2 reasons. In looking back what I received from this Fortune 500 company was tremendous training and experience at a job I loved. I was working for a company whose corporate brand was second to none. It marketed brands that were number one in market share in the world.
Why would a candidate want to work for your candidate? What do you have to offer? Is it a corporate brand that is second to none? Is it the fact they have a great reputation for excellent service and customer relations? I have been going to a new dentist for that last 3 or 4 months. She and her staff are great. You are always greeted with a smile. You do not have to wait long for a procedure. The quality of their work is excellent. All the things I was not use to in a dentist office. If I were a dental assistant or a hygienist I would want to work at this dental office. If I was in dental school, I would want to visit this office to see how an office should operate. Does your company have that kind of reputation?
If you would like to discuss how your business can earn a great corporate brand, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
How to Hire the Right Person for the Right Job?
That is the problem isn’t it. Hiring the right person for the right job. We have invested millions in applicant tracking systems, training to do behavioral interviews, in background checks, in reference checks, in credit checks. The list goes on and on. But we are still making hiring mistakes at about 40% of the time. That is not very good. Especially when you consider all the work done in the hiring process. The cost to replace the person is about 3 times that person’s annual salary. This includes lost orders, late shipping times, projects not completed, retraining that must be done, over time costs, advertising the position, using a recruiter, etc.
Hiring the right person for the right job is very important. Despite what some believe, there is a way to improve our ability to hire the right person for the right job. We are making hiring mistakes because the job description is not up to date and therefore does not reflect what the person will actually be doing, we have our biases on what we feel the skills of the person in the job should be like and we do not have a way to compare the candidate to what the job actually requires in terms of hard skills and soft skills. Enter the Job Benchmark System by TTI Success Insights. The Job Benchmark System is a patented process that outlines what the actual duties of the position are which tells us what the hard skills the person should have. It also tells us the soft skills required to be successful in that job in that company. You now have a benchmark to compare the hard and soft skills of the candidate to those required by that job in that company. With this information you can pick those closest to the benchmark to begin the hiring process. No other organization has broken down the hiring process like TTI Success Insights has. The results are incredible. Instead of making a mistake 40% of the time, we can achieve making the correct hiring decision more than 90% of the time. The cost saving is fantastic.
This system is being used by major retail organizations, customer service organizations, health care organizations, IT companies, manufacturers across the entire spectrum of industries. Shouldn’t you consider trying it. The worse thing that could happen is that you will only improves your ability to hire the right person for the right job just a little. You would still be making substantial savings in your hiring process.
For more information, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
How to Retain Your Top Performing Sales Team?
BSI Management Search & Consulting, LLC is a recruiting and consulting firm. We assist companies to recruit, hire and develop engaged employees.
The problem is becoming larger and larger. You hire a great sales team and within a few months they begin to leave. The turnover rate among sales reps is about 25.5% according to CSO Insights. That is double the turnover rate among your other employees. I was talking with a sales candidate the other day and one of the reasons he is seeking a new opportunity is that his employer has not announced the compensation program for 2016. It is February 2016. His employer does not think enough about the sales team, which is a leader in the industry, to give them a compensation plan. That is not a great way to retain your sales team.
The following are 4 tips for getting your sales team to stick around.
1. Help them make professional progress. Gain an understanding of professional progress means to them. If it involves advancing their skillset or increasing subject matter expertise give them plenty of opportunities to fuel their professional development.
2. Keep them feeling challenged. Keep your sales team challenged by involving them in big picture business strategizing.
3. Make sure they feel supported by the rest of the organization. Top performers are 3 times more likely to view sales as 100% the responsibility of the entire company.
4. Let them know that they are a valuable resource.
I think you can readily see where the company talked about above is failing on all these tips. So they are in the process of losing their entire team within the next few months. Just imagine the increased costs this will mean.
If you would like to learn more about developing programs that will help you to retain your sales team, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
What is the Most Important Skill to Hire For?
What a great question? Is it for hard skills like the number of years of experience a candidate has in a particular job? Is for the specific training received? Is it for a soft skill like attitude or communication skills?
Many hiring and talent management experts believe the most important skill to hire for is personal accountability. In a work environment lack of personal accountability can have a harmful effect on the people around them causing co-workers to become distracted from work or isolating themselves. This can cause decreased morale, decreased productivity, higher costs and lower profits. In many jobs you can hire for personal accountability and train the candidate for the particular job.
How do you know if a person has personal accountability? You can ask the question. Of course the candidate will say he has it and even give you an example of it. Probably not very reliable. Another way is to have the candidates for the position take a Behaviors & Motivators assessment by TTI Success Insights. It is an inexpensive way of knowing if a candidate has this important skill. This assessment will also tell you about the candidate’s 24 other personal skills he has and you will be able to match them to the skills required by the job. Of course, if you do a Job Benchmark you would be able to match the scores developed by the benchmark to those of the candidate. The scores closest to the benchmark get to be go to the next step in the hiring process.
For more information about hiring for personal accountability, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
The Reality of Bad Hires
I am hearing it almost every time I attend a meeting of business people. The other day I attended a Lunch & Learn sponsored by the local Chamber of Commerce. The room was filled with leaders of small and medium size businesses. The presentation was very good and I learned things to help better utilize linkedin.com. At the end of the presentation, I was saying hello to a few people, networking, when one of them told me about how difficult it is to find people with the soft skills to do a good job for their company. Again, I was leaving the meeting when another business owner started talking with me about the same thing. These business owners and leaders believe they have tried everything. They are frustrated. They understand that employee turnover, for any reason, is costing them a fortune. Is there a solution?
I think that there is. With all of the improvements made in the hiring process over the last few years, we are still making hiring mistakes about 40% of the time. You might just flip a coin and have the same results. There is an old saying which I have repeated often on these pages. It is, “We hire for a person’s hard skills but fire for attitude.”
The following hiring process that can help you to increase your ability to hire the right person for the right job to more than 90%. Imagine the savings. Imagine the increase in productivity, the increase in the quality of your product or service. Imagine the increase you will have in profits.
Here it is:
1. Appoint a committee of 4 to 7 people who are Subject Matter Experts (SMEs) for the position in question. These are people who either work in the position, report to the position or the position reports to tem.
2. Have the SMEs develop a list of job accountabilities for the position and then rank the list in terms of time spent in each activity and in importance. This is your job description.
3. Have each SME take a Behaviors & Motivators assessment by TTI Success Insights. Why Behaviors & Motivators? Because it ranks the 25 personality traits of each person taking the assessment. No other assessment can do this. These assessments are grouped into one assessment. This will create a benchmark for you to consider or match against each candidate applying for the job. The job has told you the soft skills required to do that job in your company.
4. Have each applicant take the Behaviors & Motivators assessment. Match the results versus the benchmark set by the SMEs.
5. The closest candidates to the benchmark are the ones that move on in the hiring process.
6. An “On Boarding” process should be developed to make sure the new employee receives the support and training necessary to be a star performer in her job.
I hope that this is helpful. The process works because we are comparing skills to a benchmark developed by employees who are actually doing the job. If you would like more information, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Talent Management Plus Will Improve Your Hiring System
This year there has been some significant changes in the way some companies hire their employees. Providers of applicant tracking systems have made some terrific improvements in their systems to assist the employer to track applicants who apply for the various job opening.
For the most part these changes are just offering a few more bells and whistles. They are not really new technology that will help the employer hire the right person for the right job.
That is except for TTI Success Insights. This year they introduced their applicant tracking system, Talent Management Plus System. This is a real change for the better. Many of you know TTI Success Insights as the premier provider of assessment tools and systems to assist companies to hire and develop engaged employees. Talent Management Plus allows you to compare the assessment scores of the job as taken by the job’s Subject Matter Experts to the scores provided by the candidates for the job. To determine who goes to the next step all you need to do is match the scores, the ones closest to the benchmark gets their resume reviewed which can lead to the interview process.
The key item is that you will be taking candidates who actually have the skills needed to do that job in your company. This system can be worked in all your openings. It can be a system independent of your current tracking system, used in conjunction with your current system or in place of your current system.
This system is the only one that creates the benchmark. It takes away bias in the hiring process. The interviews you conduct are with candidates with the skills to do the job.
You still have to interview, do background checks and reference checks. But with Talent Management Plus system you can increase the accuracy of hiring the right person for the right job from about 60% to more than 90%. Just think of the improvements in productivity, morale and profits this system could mean to your company
For more information and to see a FREE webinar about this incredible new system, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
We at BSI Management Search & Consulting, LLC wish you a Happy Holiday season and a Happy New Year. We look forward to serving you in 2016.
The Rallying Cry for Soft Skills in the Workplace
If you have been reading these blogs, you know that we believe hiring for soft skills is even more important than hiring for hard skills. Soft skills are becoming more and more recognized as a primary ingredient to success. A research survey developed by the HAY Group found that 76% of business leaders reported that entry-level workers and recent college graduates are not ready for their jobs and that the missing factor were soft skills.
Soft skills are experienced based and cannot be built by classroom learning alone, even at the university level. Superior performers possess more highly developed soft skills than others. Soft skills are powerful indicators of motivated potential and therefore probable success.
Skills such as empathy, personal skills, oral and written communications can be developed early in one’s education and pay off in years to come.
How can a company hire for soft skills? First of all, different jobs in a company require different soft skills. For example, a design engineer may require some different soft skills in some companies than say a sales engineer or an applications engineer in that same company. It is also important to understand that a design engineer in company A might require different soft skills than in company B. How do you know what skills are required in a certain job in your company? The way most companies do it is with bias. It is what a manager feels a person needs to have as far as soft skills. They even may have candidates take an assessment to see if they have those personal skills. No wonder we are only 60% accurate in our ability to hire the right person for the right job.
We recommend the Job Benchmark System. It is a way for the job to tell us what soft skills are required in that job in that company to be successful. It has been more that 90% successful in hiring the right person for the right job. It will also remove our biases which is a reason for the problem of hiring the right person for the right job. Just imagine the difference in your workplace. You will have an environment of people working on teams together, they will understand each other’s roll on the team and they will work together to get the job done in a high quality fashion which creates high morale, high productivity and increased profits.
To understand the power of the Job Benchmark System and if it might work in your company to increase the accuracy of hiring the right person for the right job, either call me at 770-639-5096 or email me at charlie@bsiconsult.com. I would be happy to assist you with a Job Benchmark of a position and if you do not like what you are seeing we will not charge you for our time.
HOW SOME COMPAINIES ARE HIRING
Earlier this week I read an article in The Wall Street Journal with the title “When a Job Offer Comes Without a Job”. This is not a new concept. College recruiters offer students graduating from colleges jobs without a specific job in mind. What is new is that many companies are doing this to hire people with the innate ability to do a job that may be coming up. They seem to be interested in employees who will be great team members and have to innate ability to do may jobs within the team.
In many of the jobs companies are hiring for, there is a shortage of talent. That is, we are basically at full employment in jobs in the IT field, in the medical field, and many other careers. To help to alleviate this, many companies are developing their own intern program, apprentice program or other types of training programs. This will require that these companies better understand their employee. One of the key factors they need to understand is the way we learn. We are all different therefore we also learn and process information differently. So an employee that can learn through the classic teaching method needs to have a different training program than a person who best learns by actually doing.
Is there a process which can easily find out how we learn? Actually there is. There are assessments available which assist the employee and the company to better understand the HOW we do the things we do and the WHY we do the things we do, including the way we learn best. Assessments can also assist us to understand an employee’s value to an organization, how to best effectively communicate with the employee and much more.
I would be happy to show you how this can work for your organization. Just call me at 770-639-5096 or email me at charlie@bsiconsult.com and I will provide you with the information to take a FREE Behaviors & Motivators assessment. Once you have taken the assessment, about 20 minutes, I will provide you a report which will show your value to your organization, how to best communicate with you, how to best manage you, and much, much more. You will see how the information in this report can be an invaluable asset to your company and your employee. I look forward to hearing from you.
What Sets the Great Boss Apart from the Average One?
What an interesting question. Steve Jobs, when he returned to Apple, was considered a great boss. What made it so different the second time around? A recent Gallup poll suggests that only about 10% of the workforce possess the talent to be a great manager.
In a recent article in INC magazine, Lolly Daskal outlines 10 new truths great leaders know that most people do not. They are as follows:
1. Authenticity and transparency rule.
2. Your brand is your reputation.
3. If you are not social you are missing the boat.
4. Collaboration is the new currency.
5. New choices abound.
6. Interconnection means freedom.
7. People want to say in their future.
8. Community is critical.
9. If you do not lean in, you are heading out.
10. Set yourself apart by sharing what you know.
These qualities can be quantified during hiring and employee development by using the right tools including the pairing of multiple assessments that evaluate an employee’s behaviors, driving forces, acumen, competencies/soft skills and emotional intelligence that lead to better decision making. When companies use the right assessment tools to identify the next great managers, they create winning teams through effective leaders.
If you would like to more about these tools, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Subject Matter Experts and Hiring Systems
Last week we discussed the fact that the job description used to recruit a potential candidate often fails to describe what the person in the job actually does. If it does, it describes activities that are either a minor part of the job or the position no longer performs those activities. We suggested the appointment of Subject Matter Experts to develop a list of up to date Job Accountabilities and then rate these accountabilities in terms of importance and time spent on the activity. I am not saying this needs to be done every time you are hiring for the position but I do believe they should be updates periodically, say annually.
The Subject Matter Expert has a third responsibility. It is equally as important as the first two. They should take a Behaviors & Motivators assessment. These assessments will then be grouped into a single report. You now have a benchmark for the soft skills needed for a person to be successful in this job in your company. For example, the soft skills to be successful as a sales person in company A will be different from the soft skills required for a sales position in company B. This is true even if company A and company B were selling the same widget to the same customer.
With the information provided by Subject Matter Experts we now have a benchmark for the hard skills and the soft skills a candidate would need to be successful in the position with your company. The next step is to have each candidate take a Behaviors & Motivators assessment to be compared to the benchmark. You are now thinking that this is so expensive, is it worth it? The cost will be about $7.00 per assessment or even less. $7.00 that will bring your accuracy of hiring the right person for the right job to more than 90% instead of the industry average of less than 60%. $7.00 that will decrease employee turnover, increase productivity, increase morale and increase profits. If you are a small or medium size company seeking to hire the right person for the right job, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
More on Hiring Ideas
For the last few weeks we have written about the new hiring system we are launching with TTI Success Insights. This NEW hiring system, Talent Management Plus, will assist you to improve your hiring of the right person for the right job to more than 90% from an industry average of less than 60%. We discussed 3 main problems of current hiring systems that most organizations use. The first problem is the Job Description. We suggested that job description be replaced by the patented Job Benchmark System. This is simply a method of making job descriptions more accurate, more up to date. It is a fact that most job descriptions do not accurately show what the duties of the position are.
The Job Benchmark allows you to develop a job description that describes what the job’s duties are. It does this by allowing the job to tell us through Subject Matter Experts. A Subject Matter Expert is a person who is currently working at the job, works at a position that reports to the job or works at a position that the job reports to.
The Subject Matter Expert has three main tasks. The first is to make a list of Job Accountabilities for the position in questions. The second responsibility is to rank these accountabilities in terms of importance and time spent at the activity. You now have an accurate job description for the position. This will allow you to determine the hard and soft skills required to do that job with your company. If the job description is not accurate than the people or person you hire for the position will likely not fit the current position which is a main cause for disengagement and employee turnover. This, of course, causes increased costs, decreases in productivity, morale and profits.
By the way, we will discuss the third responsibility of a Subject Matter Expert next week.
For more information about job descriptions, the Job Benchmark System, and Talent Management Plus system, call me at 770-639-5096 or email me at charlie@bsiconsult.com.
A New Hiring Process
Did you know that 80% of employee turnover is caused by bad hires? Did you know that a bad hire could cost 5 times the person’s annual salary? Did you know that the ability to hire the right person for the right job is like a coin flip? Most companies have a hiring process so complicated that it is impossible to get a great fit. This leads to hiring decisions based upon biases and gut feelings rather than hiring the whole person.
It is the mission of BSI Management Search & Consulting, LLC and TTI Success Insights to stop bad hiring. This requires the elimination of past hiring practices, the simplifying of the hiring process and the installation of a hiring process that includes job matching for hard skills and soft skills.
Here are three tips to hire for job matching of hard skills and soft skills.
1. Ditch the old job description and put in its place a job benchmark system.
2. Be vigilant about matching talent to the benchmark.
3. Involve an unbiased person during the interviews who has not looked at any resumes.
The results of this can be an increase in the accuracy rate of hiring the right person for the right job to more than 90%. The cost is about $5.00 per applicant for the job.
Just imagine the increase in productivity, the increase in morale, the increase in profits. You can use the funds used to pay for a new hire required because of a bad hire made in the first place, to purchase new equipment, to provide employee benefits, to fund a marketing campaign that will help to increase sales and profits, and much more.
For more information, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
How to Hang on to Your Senior Talent
I was reading an article in the September, 2015 edition of Talent Management magazine entitled “LOVE or LOSE Your Senior Talent”. This is becoming a huge problem for many companies including the federal government. Senior talent is retiring and often there is no one with the talent or experience needed to take their place. It can lead to a terrific problem and cost the company in lost projects, late projects, a slowdown in work being done, etc.
The following are some ideas from the article about getting the soon to be retired to hang on.
1. Respect and mine their knowledge.
2. Let them mentor younger workers and pass on their wisdom and knowledge
3. Connect them to be community as a way of using their expertise.
I have several clients who are keeping their senior talent by giving them the opportunity to work projects or special assignments. The senior talent gets to make money over and above their retirement income. The company gets to utilize their special talents on an as needed basis. Other companies use their retired personnel on special assignments or as contract workers in their career field.
By 2020 we know there will be about 60 million Americans over the age of 65. The majority of these workers will be forced to retire but will continue to work by starting their own company or working for another company to provide financial support and lifestyle. Many manager, rather than seeing a valuable employee take their talent to another enterprise will make it very interesting for them to stay either in their current job or in a new position created for him.
The bottom line is, as skill shortages increase in coming years, recognizing, valuing and leveraging senior talent will give savvy leaders an edge, as skill shortages increase in coming years.
We may be able to assist in developing strategies for retaining your employees who are about to retire. If you would like to discuss further ways to keep your senior talent, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
How DISC Can Create a Strong Team Foundation
In today’s world, most activity is conducted through a team environment. There are sales teams, project teams, marketing teams, new product development teams, and teams to develop teams. Teams are usually made up of different expertise so that each area of an enterprise has a say. For example, a new product development team would consist of representatives from engineering, manufacturing, finance, marketing, sales and maybe operations. All of these representatives have their own point of view. Not only are there cross functional differences but also differences in behaviors, attitudes and values that can cause a team to malfunction. It is important that all 4 behavior styles are represented for an effective team. This insures that the soft skills needed for a successful team are active members. For example, you need a high “D” on the team to help drive the team to accomplish its task. You need a high “I” to develop optimism, a high “S” to concentrate of the details of the team’s project. You need a high “C” to make sure the team and its data are organized.
I remember hearing a story about the development of the Taurus car concept by Ford Motor Co. A team was formed but they kept falling behind the various time tables that had been laid out. A consultant was hired to determine what was wrong. He reported that while the team consisted of many of the company’s best in their field there was no one on the team willing to take the lead. As soon as this was solved the team developed the Taurus concept which became the number one selling car in the US for many years.
The DISC assessment can assist a company to form teams that consist of the hard skills the key soft skills required to make the team successful. During the performing stage of a team, each team member’s style is important to achieving the team’s objectives.
Team members usually comprise of highly adaptable team members who can determine which types of behavior are most appropriate in certain situations. These individuals can usually help assure others act in a way to get the job done. Most effective team members are those that can effectively deal with their team’s different behavior styles because they are able to match the team’s purpose and critical tasks with the strengths of each team member.
If you would like to learn more about how the DISC assessment can assist you in developing better teams, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
If you would like to take a free DISC to see for yourself its effectiveness, please contact me.
More on Eliminating Bad Hires
For the last few weeks we have been concentrating on the subject of eliminating bad hires. It is a real problem that despite new technology, new processes, has not really improved in results. We are still making bad hires about 40% of the time.
Last Friday, TTI Success Insights held a webinar which discussed this subject. I hope that you were able to see it. If you didn’t I believe I can create a link for you to see it. It is about 45 minutes long. But there are 3 takeaways from the webinar.
1. The traditional way of hiring is flawed. Of course this is obvious. When you are making hiring mistakes about 40% of the time, there is a problem.
2. Many believe that hiring is a huge money pit. If you are making hiring mistakes it is a money pit. A hiring mistake can cost 5 times the annual salary of the hiring mistake. This is in training costs, the cost of a lost order, a lost project, a late project, lost productivity, hiring costs, lost morale, and lost profits. Of course, if you eliminate making hiring mistakes, you eliminate hiring being a money pit.
3. Assessment use is on the rise. About 57% of Fortune 500 companies use assessments. Unfortunately, they are not using them to their fullest potential. If they did, they would help more to eliminate making hiring mistakes.
There are some common themes in this. The first one is the problem of our job descriptions. Many do not show the job accountabilities of the position. The second common theme is that despite of all the new technology, the new processes, most companies do not understand what the job is trying to tell us about the hard and soft skills to be success in that job at that company. TTI Success Insights has a system which does exactly that. It has the job, through Subject Matter Experts, tell us the key accountabilities for the job and also through assessment tells us the soft skills needed to be successful in that job for that company. The process improves our ability to hire the right person for the right job to better than 90%. It does not need to take much time and it will definitely lower hiring costs.
For more information, please call me at 770-639-5096 or email charlie@bsiconsult.com.
Why and How to Job Benchmark?
In many of our activities we determine how well we are doing by comparing our activity to a benchmark. It may be the number of projects we have completed vs a benchmark, a set goal or the number of projects completed at this time the year before. Many of us determine how well we are doing by comparing to a benchmark.
The same can be accomplished by developing benchmarks in our hiring process. We can determine the hard skills a candidate needs to be successful in this job and the soft skills that are required to be successful in this job with your company. This would be your benchmark. So if you have laid out the hard and soft skills required for the job in question, then you can hire a candidate based upon matching the candidate’s hard and soft skills to those of the benchmark. This process can save you time and money because you are not comparing a candidate to some idea as to what a candidate for the position should look like. It eliminates our biases. It eliminates most bad hires.
A job benchmark is easy to set up. There are 4 phases. They are;
1) Identify the job and appoint Subject Matter Experts. These are people within the organization that have direct connection to the job. They will outline why the job exists, how success in the job is measured, the history of the position and how it fits the company strategy.
2) Key Accountabilities: The subject matter experts will define a comprehensive group of 3 to 5 key accountabilities for the position. These would be ranked by importance and time requirements.
3) Assessment: The subject matter experts will take a Behaviors and Motivators assessment keeping the key accountabilities in mind. These assessment are then grouped into a multi respondent report.
(You have created a benchmark with the hard skills and the soft skills needed to be a successful engaged employee in your company or organization.)
4. Results: You have candidates for the position take the same Behaviors and Motivators assessment and compare the results to the multi responder report of the subject matter experts. This allows you to easily determine the best job fit and identify coaching opportunities to ensure candidate development.
You then can interview the top 2 or 3 candidates asking the same accomplishment oriented questions of each candidate. You can determine the absolute best candidate by completing reference checks, background checks, etc. after or during the interview process.
If you would like more information about job benchmarking, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Job Matching vs Job Hiring
Have you ever wondered why some companies have no trouble locating engaged employees and other companies seem to not be able to hire engaged employees for the job? Some large and small companies alike just get employees to want to work for them. Some big companies including Apple, IBM, Whole Foods, and others seem to be able to hire what they need when they need it. Sure, they have open spots not filled. But it seems if they have a priority, then they are able to find the best people for that priority. When was the last time Apple had a layoff? I do not think that since Steve Jobs came back to work at Apple there has ever been a layoff. Meanwhile, HP just announce another 30,000 employees will be laid off on top of another huge layoff announce about a year ago.
It seems that one company who does not have the layoffs does not hire people as HP does. Instead they match job to people. They look at the entire person so they are able to be consistent in their businesses needs and grow them. So it comes down to this. If you want to find the best people for your company, the best way is to match a person to the job. This is also known as job matching.
To accomplish this you will have to let go of all your previous concepts of hiring. You will need to stop skimming resumes for the exact fit. You will have to skip the endless interviews. All of this just to hire a person where there is a 40% chance you are making a hiring mistake that can cost your company tens of thousands of dollars. You will have to stop hiring people who do not have the soft skills to do that job with your company.
Instead, let a committee of subject matter experts (SMEs) review the job and develop a list of job accountabilities for the position. (hard skills) You will have that same committee take a Behaviors and Motivators assessment which is then grouped so that you have a list of soft skills required for this job in your company. So far, this is pretty easy. Then have ALL applicants take the Behaviors and Motivators assessment. Then you match ALL applicants to the established benchmark. This is taking out all biases in the process. Then the top candidates are interviewed with the top candidate from the interviews being the first choice. Of course, there are still reference checks, background checks, credit checks, physicals, etc. that need to be completed. But what you have done is matched a person to a job by taking into account the whole person. This process works with large companies and small companies alike.
If you would like to learn more about JOB MATCHING, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
To Hire Engaged Employees – Look Outside the Box
In some careers it is becoming more and more difficult to recruit a candidate who would be an engaged employee. For example, it is becoming more and more difficult to find a Sales Engineer with a background in selling Industrial Automation Systems that has an engineering degree. The engineering degree is becoming more and more necessary because they are not just selling a component at a price any more. Instead they are developing solutions, in many cases, engineering a solution for their customer. So what do you do? Which is more important, the experience in selling industrial automation systems or the soft skills needed to be successful in that job for that company and allow the training to happen after the candidate is hired?
Because many companies are still being told to hire only exactly what the job description calls for, companies are waiting, waiting, waiting to hire the person with the specific experience rather than a person that will be an engaged employee over a long period of time who can be trained. Many companies might hire an applications engineer or a design engineer who has a great knowledge of the product but lacks the soft skills needed to be successful in that job with that company. So what happens? If there is not a match of the soft skills required to the soft skills of the candidate and that candidate is hired one or two things will likely happen. The new employee eventually will either quit because he does not like the job or he will be asked to leave because he is not producing the numbers required. This creates employee turnover due to a bad hire.
How do we know if there is a match of the soft skills required by the job and the soft skills of the candidate? The answer is a Job Benchmarking. It will lay out for us the Job Accountabilities for the position (hard skills), the soft skills required for the position, a comparison of those hard and soft skills to those of the candidate. It will even suggest questions to ask each candidate during the interview process. This has recently become even easier and less expensive with the new Talent Management Plus system.
If you would like to try the Job Benchmark System for one of your open positions, please either phone me at 770-639-5096 or email me at charlie@bsiconsult.com.
How to Attract Engaged Employees
80% of our employee turnover is caused by bad hires.
Actually, our current hiring process is resulting in just under 60% accurate in hiring engaged employees. That is using behavioral interviews, applicant tracking systems, reference checks, interviews by multiple people does not matter.
Those 40% plus hires that are not engaged will cost your company, your team in lost orders, lost projects, bad morale, and lost profits. It can also affect your corporate brand negatively. The reason why we make bad hires is simple.
We are biased.
Is there a hiring process that yields better results, that takes away our biases? Of course there is. However, it will require a change in thinking about hiring, where it begins, through where it ends. The first change in thinking is the job description. Before you have a job description you need to change the process in which they are written. The second change that needs to take place is how candidates are evaluated. ALL applicants need to be evaluated. The next change is how interviews are conducted. Each candidate should be asked the same questions. In other words we must remove our biases from the hiring process.
The following is a step by step process on a hiring process that removes bias and allows you to hire the right person for right job more than 90% of the time.
1) Appoint a committee of Subject Matter Experts (SMEs) who either work the job, reports to the person in the job or the person reports to the expert. They have two basic jobs.
The first is to develop a list of job accountabilities for the position, then rank them in terms of importance and in time spent. This becomes an integral part of the job description.
The second job is to take a behaviors and motivators assessment which are grouped to be used as a benchmark in choosing of a candidate. You now have a benchmark for the job’s hard skills and soft skills to compare to.
2) Assessment should be given to ALL candidates and measured against the benchmark.
3) Those applicants that are closest to matching the benchmark get to have a job interview. We recommend that the use of the 4 question accomplishment interview. We also recommend that multiple interviews be used with team members as well as with HR and the decision maker.
4) The top candidate in the interview process get a background check, a reference check, and if involved in fiduciary matters a credit check.
5) Before an official offer is made to a candidate, the candidate and the hiring authority should discuss salary and compensation informally to make sure that if an offer is extended it would be accepted. It is presumed that HR discussed benefits, policies, etc. with the candidate in their interview.
6) Official offer is extended and accepted. At this point the On Boarding program is initiated and laid out to the candidate.
This process will yield great results. The main reason is that we are removing biases we have and instead using benchmarks developed by those closest to the job. TTI’s new Talent Management Plus hiring system assists us in accomplishing all of the above in an efficient manner that is easy to use. If you would like to learn more, please either call me at 770-639-5096 or email me at
ELIMINATING BAD HIRE
Did you that 80% of employee turnover is caused by bad hires? What is a bad hire? There is an old saying. It goes something like this. “We hire for a person’s skills but fire for attitude.”
Why do we continue to make bad hires? About 40% of our hires can be considered bad hires. What causes us to make bad hires? Is there a system that will improve our hiring process and make good hires?
Of course there is. But we will have to change how we think about the hiring process. For example, most companies are biased in their hiring process which fuels the bad hire epidemic. For example, there is an article in today’s Wall Street Journal entitled “Why I’m Not Looking to Hire Computer Science Majors” by Daniel Gelernter. Most companies, because of their biases, would only consider a Computer Science major for a coding position when they may get a more engaged employee by hiring someone who taught themselves how to code.
There are 5 widely believed myths about the hiring process. They are as follow:
  1. Hiring process starts with the job description. Wrong. Many job descriptions are not worth the paper they are written on. Very few describe what the actual job accountabilities are and rank them in terms of importance and time spent. I did see one this week. It was really quit refreshing. The hiring process should start with a Job Benchmark.
  2. I am unbiased when I hire. Wrong. We are all biased. Most of us would only a Computer Science major for a coding position when what we really need is a person who knows how to code. Would you rather hire a computer science major or Steve Jobs?
  3. My hiring process is not perfect but it is good enough. When you are making an average of 40% bad hires obviously it is not good enough. It is costing your company a fortune in lost productivity, lost morale and lost profits. Another saying. “Never allow what you think is very good to keep you from the best”.
  4. Of all the resumes received we end up with the best candidate. If you evaluated, without bias, all the candidates this might be true. But since you do not, it is a myth.
  5. Hiring is a time consuming money pit. If you continue the current process then this is not a myth. It only becomes a myth when your hiring system results in hiring the right person for the right job more that 90% of the time.
The new Talent Management Plus System by TTI Success Insights allows you to say good bye to these myths forever. It provides data driven and proven method of bias free hiring candidates whose inherent skills are appropriate for the job, a centralized platform that automatically sorts and ranks candidates resulting in new hires who are engaged from day one.
For more information, please call Charlie at 770-639-5096 or email him at charlie@bsiconsul.com.
Hiring System Minimizes Hiring Hassles
If you have posted a new job opening recently you know what happens. Almost immediately you receive hundreds of resumes or applications where a great majority of them are not close to what you are seeking to hire for the position. We have developed systems which scan resumes for the correct words but in all honesty we know that does not really work very well. Even I have taught job seekers how to get around most of those systems.
Enter TTI Success Insights’ NEW Talent Management Plus. TTI Success Insights’ Total Management Plus System is totally different than anything you have ever experienced. It will rank all of the candidates who apply. It is the only assessment based applicant screening system powered by job matching. It organizes all applications, resume and job fit ranking, syncing talent to work for businesses. The system integrates with existing applicant screening systems and allows hiring managers to seamlessly view and retain all applications and resumes.
Leaders know how critical it is to hire the right talent, but they do not always know how to do it in a streamlined way. With Talent Management Plus, the best candidates rise to the top, and matching them to their work helps them to be satisfied and motivated at work. Talent Management Plus enables companies to identify, screen, hire and on board superior performers in an organized interface, reducing time and eliminating guess work about candidates’ likely success rate. The assessment used by the automated, web based software is EEOC and OFCCP compliant.
We are offering complimentary webinars that will show you how this system works. You can request a customized demonstration to see how it would work for your organization. Just call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com. We will get you signed up for the webinar most convenient to your schedule. There is no obligation.
A New Hiring System
In the process of hiring our employees we are always developing new processes with the goal of hiring the right person for the right job. They include expensive Applicant Tracking Systems, behavioral interviews, back ground checks, credit checks, behavioral assessments, personality tests and much more. These processes have not brought the significant improvement to the hiring process we are looking for. We are still running at from 40% to 50% bad hires. That is, we are hiring the wrong person for the wrong job about 40% of the time. This can cause significant morale problems, undue stress, loss productivity and a decrease in profits.
Is there a hiring system that improves our accuracy in hiring the right person for the right job? The answer is yes. It is the Job Benchmark System developed by TTI Success Insights. This patented system can improve your accuracy of hiring the right person for the right job to 90% or more. You get a benchmark on which to base your hiring decision on hard and soft skills that the job actually tells us are needed to be a star performer in that job with your company.
Our friends at TTI Success Insights, the developer of the Job benchmarking System, has now developed a system incorporating the job benchmark in a system which allows you to compare candidates scores to the benchmark instantaneously. This means you no longer have to keep long reports on file. Instead the system will do all of that for you and at an incredible price. This system will help you to hire the right person for the right job by simply providing you with the scores to compare instead of the entire report. It has been tested by many of the leading companies in the US and abroad and it works and it is incredibly easy to use. It can be utilized along with your current Applicant Tracking System.
In the next few weeks we will providing you information about this incredible system. However, if you would like for me to send you a sample of how the system works, please call me at 770-639-5096 or email me at charlie@bsiconsult.com. We will also be holding a webinar conducted by TTI Success Insights later this month. If you would like to learn more by registering for this webinar, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Can Job Mismatch Cause Stress in the Workplace?
One of the real problems in the hiring process is the hiring of the wrong person for the wrong job. We are spending huge amounts of money on the hiring process and we are still hiring the wrong person at an alarming rate. We have Applicant Track Systems, we use behavioral interview process, have candidates go through reference checks, background checks and credit checks. Many large companies, 76%, even utilize “personality” tests. Then when the person is hired we find that he does not have the soft skills necessary to be successful in your organization. While we hired a candidate for the hard skills, we fire the candidate for their soft skills. In Georgia, the Department of Labor is trying to teach people how to act at an interview and on the job.
This is a job mismatch. Can it cause stress in the workplace? Of course it can. The stress comes from many sources. It could be doing an unfair amount of the work. It could come from the stress of arguing about the how a job should be done. There are many others. What are some signs that you are overstressed at work? They are:
1) All the coffee in the world cannot bring new energy into your workday.
2) Instead of zoning in on your to do list, you zone out and get nothing done.
3) Your once sharp memory and knack for remember details has suddenly disappeared.
4) You indulge in the dream of retirement (but you are only 26 years old).
5) You are counting the hours, sometimes the minutes, until the weekend.
There are some steps to take if you find that you or your team is suffering from undo stress in the workplace. The number one item is to determine the cause of the stress and how much stress you are actually under. This can be achieved by using a new assessment tool provided by TTI Success Insights which measures the cause and amount of stress you are experiencing. You cannot solve the stress problem if you do not know the cause of the stress. The second item is to change your hiring process by utilizing the Job Benchmark Systems. This is a patented system developed by TTI Success Insights that allows you to hire people with the hard skills and the soft skills to do the job and be successful in your company. It will save thousands of dollars maybe even hundreds of thousands of dollars. How does it accomplish this? The Job benchmarking System creates a benchmark for you of the hard skills and soft skills. The candidate has to be measured against the benchmark. It eliminates all the biases we have about what we think the hard skills and soft skills should be for a job.
If you would like more information about our new Stress assessment or about the Job Benchmark System, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
The New Hiring Process
Have you noticed? Have you changed your hiring process? What has changed? Just about everything. Organizations have become more automated in the hiring process. There are Applicant Tracking Systems, methods to discard potential candidates without a human being even scanning the resume and much more. 76% of companies with more than 100 employees are using assessments in one form or another to determine hard skills and soft skills, behavioral interviews, and much, much more. All of this in an attempt to hire a candidate with the hard and soft skills to be a superior performer in that job with that company.
With all of these changes, companies are still hiring disengaged employees at an alarming rate. This means that they are still hiring employees who will cost the organization in lost productivity, lost morale and lost profits. Why is this still occurring?
I think it revolves around 3 main issues. There are others like putting the human being back into human resources but that is a topic for another day. The 3 main issues are;
1) The job description. As a recruiter I see job descriptions every day. Most reflect very little about job accountabilities. They include something about what expertise the candidate needs to have, the benefits and some overall things about the job that are similar to other jobs within the company. It is not until the very end of a 2 plus page document that you may see a particular or 2 about the actual job accountabilities. Sometimes this is left out totally. This means that many of the candidates who apply for the job do not meet the basic criteria to be able to do the job from a hard skills point of view.
2) Lack of a Job Benchmark. Most companies do not take the time to develop a job benchmark which will tell the reader what hard skills and what soft skills are needed to be a superior performer for that particular job in that particular company. Other tasks are benchmarked within a company to measure against, why not include benchmarking the job?
3) An On Boarding Process. The On Boarding process should be more than filling out forms for the IRS and then showing the person a work station. It should be a program of mentoring, follow up “stay interviews”, employee development and training that could last as long as a year or more.
If you would like more information regarding implementing strategies in your hiring process that include developing a job description, a job benchmark and an on boarding process, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Hiring Right
We have all gone through it. We have hired the wrong the wrong person for the wrong job. Companies that find out they have done have different ways of correcting the problem. One company offers $25,000.00 to employees to up and leave the company, no questions asked. The only stipulation is the employee must be with the company for at least 60 days. They say that rather than waiting the problem to fester, just take care it now. Other companies are doing this but offering less money to leave while still other companies simply ask the employee to leave.
Regrettably, in all cases the company is only treating the symptom but not the cause of the problem. Instead of paying people to leave why not hire the right person for the right job in the first place? One way is the Job Benchmarking Systems. It costs less and is 90% plus accurate. You will be hiring employees who will achieve maximum performance.
The reason the Job Benchmarking System works so well is that allows to job to tell you what is necessary to hire an employee to achieve superior performance. That is right. The job will actually tell you what hard skills and soft skills are needed for an employee to achieve superior performance in that job at your company. So you have a choice. You can continue to hire the wrong person for the wrong job at about 50% of the time which will cost the company in lost morale, lost productivity, lost profits. Or you can allow the job to tell you what hard skills and soft skills are needed to achieve superior performance in that job. If you improved your hiring success by 40 percentage points, from 50% to 90%, just think of the increased morale, the increased productivity and the increased profits.
To find out more how to get a job to talk, please either call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com
Corporate Wellness Programs
Recently I read a blog about the effectiveness of Corporate Wellness Programs. Their intent is to provide a benefit for the employee and let them know how much the employer appreciates them. In other words, to promote workplace happiness and satisfaction. Certainly a commendable goal.
However, they are usually one size fits all programs that do not take into account what motivates an employee, their behaviors and their stress levels. The blog told a story about a company that established a corporate wellness program where the sessions took place well after normal work hours. This actually extended the work day and increased the time spent away from home and family which created increased stress for some.
There are studies that point out that wellness programs that for example, encourages an employee to lose weight, can actually increase the stress and anxiety level of the employee. Because one size fits all can create more problems than it solves, we recommend a more individualistic approach. A key is to get an understanding of the individual stress levels and what work environment issues may be causing the stress. With this knowledge a program can be developed that will, with the employee’s input, best meet that individual’s needs.
Through our relationship with TTI Success Insights, the leading provider of tools that allows us to better understand ourselves, we can provide some great tools to assist in the development of an individual corporate wellness program. For more information, please either call Charlie at770-639-5096 or email him at charlie@bsiconsult.com
Company Culture
A positive company culture is critical to retaining engaged employees. It has a lot to do with how an employee performs and how a company grows. If the company culture does not involve employee retention and employee development programs, then employees in many career fields will consider seeking a new opportunity. So, if an employee thinks she does not like the culture, she can quite easily move on. There will be an increase in employee turnover which will decrease productivity, demoralize the company culture which will lead to decreased profits.
An example of a changing company culture could be Microsoft Corp. The other day they announced a layoff of 18,000 employees in addition to other layoffs that have been announced in the last 12 months. None of these employees will have a problem finding a new job, probably even before they leave their employment. However, what will probably happen is that those employees who remain will begin to have an uneasy feeling. Microsoft’s company culture will change. They will begin to lose their most talented and engaged workers. Why? Because many engaged employees ask that their employer also be loyal. As the loyalty changes so does the engagement. Now management must work extra hard to convince those that remain that they are a part of the “NEW” Microsoft. This happened to me. I worked for a Fortune 500 company and they announced a layoff of several thousand employees. Almost immediately, there was a meeting of the remaining employees throughout the organization. They assured us that we are a part of the new company, that you are a part of the family. That worked a little bit until there was a second layoff. The company culture changed from one of being a steady growing company who is loyal to their employees to one that is not well managed and does not know how to adjust to a new economy. The stock suffered. You saw a mass exodus of many employees who were engaged in their job. The company never recovered.
How do you develop or maintain a company culture that is positive and one where its employees are proud to work for it? There are many answers but most of them involve developing and implementing a process where the employee feels she is working for a company that offers a great value to their customer and offers their employees an opportunity for growth.
Here are 5 questions you should consider to improve the culture of your company.
1) Does your business provide a strong framework for open communication and collaboration?
2) Does the culture embrace organizational growth of its employees?
3) Does it nurture professional growth?
4) Is the company culture focused on continuous improvement?
5) Do employees feel motivated and enthusiastically embrace organizational growth?
For more information, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
Employee Engagement
In a recent edition of Talent Management magazine there were several articles devoted to the subject of employee engagement. One such article ranked employee engagement programs most used by employers with recognition programs gaining first place by a wide margin. Companies and employee love recognition programs. Companies like them because they are easy to do. You set a goal, some rules to achieve the goal and let the employees do the rest. Employees like them because it is always nice to get recognized for a job well done. Recognition awards are also great to put on resumes.
Other recognition programs include; wellness programs, work-life balance, stretch assignments, incentive programs and in last place compensation programs. Only about 9% of the employers surveyed use compensation programs as a method to promote employee engagement.
One recognition program not mentioned in the survey is employee development. Employee development programs benefits everyone and is therefore win, win. It benefits the employee because she learns more about a subject she cares about and allows her to perform her skill more professionally. It benefits the employer because they gain an employee who can perform her job better thereby increasing productivity. Done correctly, it also increases employee engagement because the employee sees that she has a future with the company because she was picked for the development program. Employee development programs may take a little more effort on the part of the company as well as the employee. It may mean designing a specific program for that employee or group of employees. But it is a great method of retaining and developing engaged employees.
If you would like to learn more about developing and implementing an employee development program, please either call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
On Boarding Your New Hires
The other day I was in a meeting to discuss issues an organization in the Healthcare industry was having with some of its clients. Because the mission of this particular organization is very complex, the issues discussed ended up being quit serious.
In reviewing the data, we notice that two primary issues continually appear at the top of the list. There was sometimes a problem for new clients to gain access into the system. The other, more critical problem, was the fact that customer service did not exist. Customer Service in this organization, as it is with many organizations, is a very difficult job. In this case people are hired, are not properly trained, and then given a workplace to do customer service. Turnover is rampant. So by the time a customer service person knows what he/she is doing, she has moved on to another job.
Can you imagine the cost to the organization? Can you imagine the feelings of the customer service person who was hired to do a job but lacks the necessary training to give much needed service? Can you imagine the absolute dejection that may be felt by some of the clients requiring customer service?
But how can you solve this type of problem? Customer Service is not a very well paid job. How can you tell if a person is cut out to be in customer service in this organization? What kind of training does the customer service person need to go through?
In this case it was decided to develop and implement a new hiring and on boarding program. This program would utilize Behaviors and Motivators assessments to help determine if a candidate has the soft skills to successfully do the customer service job in this organization. Then when the person is hired, the new employee is put through an On Boarding process that includes training that person the skills needed to be an excellent customer service person. Included in this program are employee development programs so that the new employee can become an even more valued member of the organization.
For more information on developing an On Boarding program in your organization, please either call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
Stress in the Workplace
We all have some stress in the work place. If we did not we would all probably not be doing our jobs because there was nothing to tell us to go to work. So, some stress in the work place in the work place is a good thing.
However, many people experience negative stress. You are probably experiencing negative stress if on a Sunday you are dreading going to work on Monday or you wake up suddenly at night running through a to do list or your counting the minutes to the weekend and its only Monday afternoon. Negative stress is a terrible feeling. You try to not act like you not are under stress which can only create more stress.
One of my first jobs after college was just that type of situation. My boss was a yeller and a screamer. If I fell behind on a project, he would yell and scream. If I finished a project on time or even early he would find some reason to yell and scream. Not a very comforting situation so I eventually left as did most of the other members of the team.
If you are under stress, the first thing you need to do is understand why it is happening and how much stress you are really under. Once you understand the why and how much, then you can take steps to correct it. You may be experiencing negative stress caused by a yeller and screamer manager, like me. It may be because you are not secure in your job. We all live to some degree pay check to pay check. But if we miss a pay check or two we will be in real trouble. Whatever it is we need to find out the why and the how much.
There is a new tool that can help you in this regard. It is a STRESS Assessment. It will show you why you are under the stress, how bad the stress level is and recommend some steps to correct the situation. For more information on this incredible tool either call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
HIGH PERFORMER EMPLOYEE MAINTENANCE
We need them on our team. They are critical to the success of a team or organization. It is that high performing employee. It is the sales person who sells more at a better margin than anyone else on the sales team. It is that manager who exceeds all of his goals. It is that employee who just achieves much more than the rest of the team often times with less. Typically they arrive at work early. They stay late. They ask for less time off. They are engaged in what they do.
Studies conducted by Cal Berkley show that high performers referrals were 90% more profitable than referrals of average employees. Productive people want to work with other productive people. So companies that retain their high performers are poised to see the rewards multiply.
In an upturning economy high performers are the biggest flight risk so it pays to keep them happy. But keeping them happy is more than pay. Companies that treat their high performers the same as their other employees are asking for trouble. Companies, such as Google, tried it. They gave all of their employees the same percentage of salary bonus. Google lost many of the high performers because they felt that because they work harder, longer with better results they deserve more. So many of them left the company for greener pastures.
All of this is to point out that the high performer needs to be treated differently. In sports, teams treat their high performers differently than other players on the team. The same needs to be true for high performers in your organization. They need development opportunities AND mentoring opportunities that may not be offered to other employees. They need to know that they are appreciated. They need to be secure in their job. It can start in the hiring process with an On Boarding program and should include using stay interviews rather annual performance reviews which often can turn very negative to developing an employee development program just to meet their needs.
For more information regarding the maintenance of high performers in your organization, please call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
HOW TO RETAIN ENGAGED EMPLOYEES
In many career fields there is a shortage of employees especially engaged employees. Engaged employees are employees who really like what they do. They look forward to going to work in the morning. They care about the service they provide. They have not only the hard skills to do the job but also the soft skills to be successful in the job, the team, the company.
However, these engaged employees are being recruited by companies because they are so good at their job. Employees consider making a move and as they do so they also become less engaged at their work. They show up later in the morning and leave earlier in the evening. Why do engaged employees consider making a move to another employer? There are several reasons. The following are some of them.
1) They do not see an opportunity for career advancement.
2) There may be changes occurring in the organization that they are not informed about and therefore lead to job insecurity.
3) They see their best friend leave and think they need to follow that person out of the company.
4) Changes in benefits which causes the employee to feel insecure in their current position.
5) An annual review that becomes negative.
6) Not getting that pay increase that was thought to be deserved.
7) Lack of an employee development program.
8) Lack of an On Boarding program.
When that engaged employee does leave on their terms and not the company’s terms, then the real problems will begin. Turnover of employees is rarely a good thing. It lowers the morale of current employees which can affect productivity, quality, and costs all in a negative way. It can cost a company hundreds of thousands of dollars.
So what do we do? It all begins when we recruit and hire our employees. Do we take into account the soft skills of the potential employees as well as the hard skills? How do we know what soft skills are needed to be successful in that job, that team, that company? Have we developed a program that ensures the new employee will be on boarded successfully into the company? Have we developed programs to will increase the employee’s value to the company?
For more information regarding how to retain your employees, please either call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
How to Choose a DISC Provider
BSI Management Search & Consulting, LLC is a contingency fee recruiting and consulting firm. We assist companies to recruit, hire and develop their employees.
One of the services we provide is the ability to better understand a potential employee’s behavioral style. Basically, the HOW the person does the thing she does. This tool is very helpful in the hiring process by making sure you are putting the right person in the right job. The tool we use in this process is DISC. DISC is the most widely used behavioral assessment tool. It can not only tell us about how an individual does what she does, but it can also help us to better understand how to communicate with the person, how to manage the person and to understand better the person’s value to the organization.
There are a number of providers of the DISC assessment. They are not all providing the same product. Some providers are superior to other providers. The following are some criteria to look for in considering your DISC provider.
1) Are the DISC assessment based on research?
2) Does the provider’s report analyze natural behavior versus adapted behavior?
3) Does the provider use outside statisticians to validate the assessment?
4) Does the provider publish adverse impact scores?
5) Does the provider have peer reviewed published studies?
6) Does the provider do test – retest analysis to confirm reliability?
7) Does the provider offer wheel graphics to better illustrate team relationships?
The DISC assessment provided by TTI Success Insights through BSI Management Search & Consulting, LLC does all of that. For more information and a FREE trial, please call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
More On Developing A Recruiting Strategy
Last week we wrote about the need of developing a recruiting strategy. We talk mainly from the view point of replacing an employee who leaves suddenly. We need to have a strategy developed to ease the pain and to get a viable replacement on line as quickly as possible.
But what about hiring new staff? Do you have a strategy developed that will assist you to hire that team member or leader to keep up with what is happening in your business. This new person might need a different hard skill then you have hired before. It might be a supportive or a leadership role that you are seeking to hire. You may need a recent graduate or a person with experience in performing that task. The development of a strategy will assist you to hire a person that has the hard skills to do the job and the soft skills needed to be successful in your environment and role.
The following is a recommended step by step process of a recruiting strategy that will help you hire the right person for the right job.
1) Form a committee of subject matter experts (SMEs) who are close to the job in question. They have either performed the job or worked within one level of the job. 2) The committee should not consist of more than 6 or 7 people. There first job is to develop the job’s key accountabilities or activities and responsibilities. These accountabilities then need to be ranked in terms of importance and time spent. This information should be used to develop a job description. These are hard skills.
3) The committee should take a Behaviors & Motivators assessment which is then combined into one report so that you have an understanding of the how and why the person holding this job performs. These are soft skills.
4) You ask each candidate being seriously considered for the position to take the same Behaviors and Motivators assessment. This assessment is compared to the summary taken by the SMEs.
5) After you have decided which candidate meets the criteria for hard skills and soft skills you have set and you have made an offer which is accepted, you need to implement your ON Boarding process. On Boarding is a process where the new employee is introduced into the company and is trained to make sure she understands processes and products or services. It will include a periodic meeting with a mentor and or supervisor to insure the employees understands their current position and their potential future growth with the company. These are called “Stay Interviews”.
Statistics have shown that with this type of strategy in place you will be hiring the right candidate for the right job about 93% + of the time. If you simply interview, do reference checks, etc. you may as well flip a coin because the accuracy rate of hire an engaged employees is about the same.
If you would like more information regarding developing a recruiting strategy, please either call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
DO YOU HAVE A RECRUITING STRATEGY?
A few years ago we were coming out of one of the worst recessions in our history. Unemployment was high and those who stopped looking made the number more than 15%. It has taken us awhile but we seem to be making progress in building back our economy. We still have an underutilized workforce but in many career fields we are dealing with full employment. That means there are more jobs in that career field then there are trained people to fill them. This is particularly true in career fields such as engineering, computer science, production supervision, accounting, machinists and many others.
You are asking what this has to do have to do with me and my business. My employees are loyal to me. They would never leave me. That may have been true in the past but I really believe that we are now in a different world. Ask yourself. Why would that production supervisor want to stay? What if a recruiter contacted him and offered him a promotion with a significant increase in compensation? What if your project manager walks into your office and announces that she has accepted a new job and that she is starting the following Monday morning?
Do you have a strategy to recruit their replacement? Have you developed a referral process? Do you have a network to reach out to? Do you have to call in a recruiter or staffing agency to assist you in filling the position? Why would a potential employee want to work for you and your company? Do you have in place an ON Boarding program? If you do, is it more than introducing the new employee to her fellow workers the first day on the job? Have you developed an Employee Development program that allows employees to grow and be engaged employees that increases productivity, and profits.
These are the type of things that would be included in a Recruiting Strategy. I hope that these ideas are helpful to you. If you would like information about establishing a Recruiting Strategy for your company or team, please either call me at 770-639-5096 or email me at charlie@bsiconsult.com.
The Change in the Employment Picture
Have you noticed the change of whether it is a buyer’s market or a seller’s market in the world of employment? Have you tried to hire a replacement for that production supervisor that left a month or two ago? Have you tried to hire a replacement for that customer service person who left last month? It can be a pretty daunting task. The problem really becomes one of finding a replacement that will do at least as good a job as the person who left. You begin to understand that finding those people will be more difficult than anticipated. Do not feel like you are alone. As a recruiter assisting clients to recruit, hire and develop their employees, I can tell you first hand that it is becoming more and more difficult. You ask, I thought that there are a lot of people looking for a new job? There are. However, many of them are only passive lookers. Many of the people who are looking full time seem to have enough baggage to be concerned about taking a chance on them.
Is there a strategy that can be developed that will help to alleviate this problem? First, we need to understand that in many occupations there is a significant shortage of people in those occupations. An example is the occupation of Sales Engineer. These are people with a very technical background that sell various systems mainly to a B2B environment. Their value lies in the fact that the good ones are so solutions oriented. They do not sell price. They find out what the real problem is and assist the customer to solve the problem. Seems pretty simple. But in actuality not many sales people sell that way. We have 5.4% unemployment rate in the US. Yes, there are more than that unemployed, but they are not looking for work. This is almost full employment from an economic point of view.
The following are some ideas on developing a hiring strategy that will assist you to hire the very best employee.
1. Remember the importance of hiring a person not just for their hard skills but also for their soft skills.
2. Write better job descriptions. Instead of having the HR manager or the department head or even yourself write the job description develop a committee of Subject Matter Experts to write the job description which would then be reviewed by management. I have one client, a fortune 500 company, who has the very worst job descriptions ever written. They have a formula where you cannot find out what they will actually be doing until the last couple of paragraphs.
3. Have each member of the SME committee take a Behaviors & Motivators assessment. This should then be grouped into one report so that now you have an idea as to the soft skills needed to be successful in that department and in the company.
4. Develop a list of open ended questions for the candidate to answer both in the initial telephone interview and in the face to face interviews. These questions should be accomplishment oriented and would require the candidate to provide examples. One such method is the 4 Questions Interview which I have written about previously.
5. Those candidates that make it to the final round, should take a Behaviors & Motivators assessment which can then be compared to the summary of the assessment taken by the SMEs. This will allow you to compare soft skills and see how closely they match.
6. Develop an On Boarding Program. This program is not only to guide new employees the first few days on the job but also to develop a retention program so that you are developing an engaged employees who will bring increased value to your organization.
Employees today are going to come and go. There is no longer the loyalty that was so prevalent in the past. I believe that one of the causes of this is the extremely bad management of people resources in the past. By implementing a strategy similar to the one outlined above you are giving that new employee a reason to stay because so few companies, especially small businesses, have developed such a strategy.
I hope that this is helpful. If you would like more information about developing a hiring strategy that meets your particular needs, please call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
If you are working with employees who seem to be very stressed, they may benefit from our new assessment introduced by TTI Success Insights. For more information, call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com
How Stressed Are You?
Have you ever been stressed to the point that you can no longer move forward or backward? How did you handle it? How often does this kind of stress occur? Do you know why it is occurring? Stress can have a debilitating effect on the individual and on the team or department or organization. It can lead to increased tension and eventual burnout. It often has a negative effect on productivity and engagement. An example is several years ago I worked for a Fortune 500 company. It was experiencing some bad sales and profit numbers so they did what all large companies do, they laid off people. The company had the reputation, brand, as the best place to work in the community. So there was shock that they would lay off people. Fortunately it did not affect me. However, what did affect me was the realization that there was no job security. I and my family depended on the pay check I was receiving. We were told by the company that we were a part of their family and that they cared about us. We believed it until a second round of layoffs occurred. Again, we were told that we were a part of their family. Only, this time we were more concerned. The fact that there was no job security effected not only me but employees throughout the company. It created abnormal STRESS. It effected the productivity and engagement of employees. Many engaged employees left having found a more secure atmosphere somewhere else. All of this negatively affected the profits of the company and also the price of the stock which led to further layoffs.
Why am I bringing this up? Because stress is becoming more and more integrated into today’s society, especially in the workplace. It does not matter if you are working on the production line, a customer service person, a sales person, a doctor or a lawyer. It is effecting everyone. For example, the production worker needs to be concerned about how many widgets are being manufactured and he is also concerned about his job being taken over by a machine he is not trained to operate. The attorney is concerned with the number of billable hours he has. If it falls below 2,000 plus he/she could be downsized. More stress.
Of course, some stress is positive. It is when there is too much stress in a certain area that it may be negative. There is a brand new tool which helps individuals and team members to understand their stress and the reason for it and therefore the ability to control it. It is a new product developed by TTI Success Insights. It is an assessment which reports to you if you are stressed in areas of the workplace. Is there too much demand being placed upon you? Is the effort you put in to your job rewarded properly? Are you concerned about changes in the organization? Do you receive the social support you need to be successful? Is your boss/manager being too demanding? Are you concerned about job security and what affect is that having on your stress levels. If you understand where the stress is coming from, then you can develop controls so that you are not overwhelmed.
We would like to invite you to take this Stress Assessment for free. All you need to do is email Charlie at charlie@bsiconsult.com. He will get you the information you need to take the assessment. It will take no longer that 30 minutes to complete.
Are You Busy?
The other day I read a post on the Huffington Post about being busy. It really hit home because whenever I get the chance I tell people how busy I am even if I am not. Because I say it over and over again I believe it even if it is not true. In reality, I am creating my own stress. In fact we can control how “busy” we are and therefore our stress and still get everything done. We often create rush and worry where none should exist. An example is that I have a tendency to procrastinate on projects I am working. If I organize them I can complete multiple projects at the same time and not be “busy”. But I tend to wait to the last minute and therefore projects are often rushed because they must be completed on time. It is a disease I picked up in school and have not yet cured.
Is there a cure for this disease? Of course there is. The following is one idea that if followed works extremely well.
1) Each day make a list of items you need to complete.
2) Rank those items in order of importance.
3) Work on the first item until you have completed action for that day. Then move on to the second item, etc. If you do not complete all the items on the list that is OK. Simply place them on the list for the next day. Rank the items on this list in terms of importance and repeat step 3.
This is not an original idea. It is a recommended process by many of the world’s great psychologists and philosophers. It is a great way to remove negative stress from our jobs. I bring this up because TTI Success Insight has developed an assessment that measures the stress you or members of your team are under. Because you will have a better understanding of this stress you will be able to take steps to remove the negative stress from your work life. This is great for team leaders to use on team members or individuals within the team or department.
If you would like more information and to take a free stress assessment, please call Charlie at 770-639-5096 or email me at charlie@bsiconsult.com.
How to Interview a Candidate
When we interview a candidate for a position with our company, we often find ourselves asking questions that really do not add to what we already know about the candidate. Many of the questions we ask are questions the candidate knows we are going to ask so she has prepared answers that she thinks the interviewer wants to hear. The answers are basically what the candidate wants you to know not what you need to know to make a great hiring decision. Recruiters, such as myself, will prep candidates to give answers to questions he knows he is going to get. What can occur is that your picture of the candidate is nowhere close to what he really is. This happens quit often and is often the reason why there are so many bad hiring decisions. We actually really think we have a talent for picking the right candidate when in all honesty it is really just luck and all too often it is bad luck. This can cost the company many thousands of dollars in profits, lost productivity, lost morale, late projects, etc.
So what is the answer to solve this problem? A few years ago a recruiting guru named Lou Adler developed the 4 question interview. Of course you will be asking more than 4 questions because you want to get further insight into the answers given to the original 4 questions. A real dialogue occurs. The following are the 4 questions;
1) What has been your most significant accomplishment in each of your last two or three jobs?
2) For each of your last two or three jobs, can you tell me about your most significant team or management achievement in those positions?
3) One of the objectives for the person being offered this position is _______. Can you tell me about your most comparable accomplishment?
4) If you were offered this position, how would you go about implementing two or three of the performance objectives? (Describe them)
With answers to these questions you have a pretty good knowledge about the candidate’s hard skills that is his ability to do the job. To get an even more complete picture of the candidate and his soft skills to be successful in that job and in your environment, give him a Behaviors and Motivators assessment.
If you would like more information on the 4 question interview or on Behaviors & Motivators assessments, please call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com
You Can Not Measure Personality
Most of us would describe our hiring process as the interview. In deciding which candidate to hire often times we rely on personality as the deciding factor in the process. 80% to 90% of our hiring decisions are bases on superficial attributes such as:
1) How the person looks.
2) Whether they talk a good game.
3) Where they went to school.
4) Which teams they are a fan of.
Interviews such as these are about 57% accurate. A coin toss is 50% accurate. So, instead of all the work and expense of a face to face interview why not just toss a coin? If you use interview techniques such as a behavioral interview the percentage goes up some but not by much. Is there a way to improve these numbers?
Of course there is. In addition to the interviewing process use assessments that measure behaviors, competencies, motivators, and acumen. This becomes a part of your tool box to help you hire the right person for the right job. To increase your accuracy ever more use job benchmarks. We have described the how to do job benchmarks several times. The job benchmark can remove biases such as hiring a person because he is a Yankee fan and not a Mets fan. Measure personality all you want. Talk about the Yankees in job interviews all you want. But if you want to hire someone who will perform at the highest level in the role you put them in, you will want to change your hiring process to include using assessments and/or benchmarks so that you really understand the hard skills and the soft skill required to be successful in the job you hired them for.
If you would like more information regarding assessments and the job benchmarks, please call Charlie at 770-639-5096 or email him at Charlie@bsiconsult.com. If you would like, I will give to you access to take a free Behaviors & Motivators assessment. You can see first hand the information and the power of the information to the individual and to the company. Just call or email Charlie.
How Much Does Hiring the Wrong Person Cost?
Do you know how much hiring the wrong person costs? We put forth a great amount of effort, time, and money to hire the right person for the right job. Then after about 1 month you realize you made a hiring mistake. You not only have to start all over again but it will probably cost you even more this time. Why? Because on top of repeating all the work you just completed now you must add the cost of new training and development, the cost of a lost order or a project that will be late, the cost of lost morale, decreased productivity and profit dollars. The list of costs just seems to increase. Is there a way to avoid making most hiring mistakes?
Of course there is. We need to get a better understanding of not only the hard skills required to do the job but also of the soft skills needed to be success in that job and in that organization. There are a variety of ideas concerning this. They include hiring on a contract basis and seeing how the individual works out. You may hire a person on probation. If after a period of time the person seems to be working out you hire him permanently. I prefer a process that I believe gives you a better chance of success. It is summarized below.
1) Appoint a committee of up to 8 Subject Matter Experts. These are people who are doing the job now or a person held the job in the recent past or the position reports to this person or the a person reports into this position.
2) The committee develops the job description with the assistance of a Job Accountabilities. That is a list of activities that is actually performed by the person in this job. Then you rank them in terms of time spent and importance to the position.
3) Use the job accountabilities to complete the job description. The Job Accountabilities lists activities that takes up to 80% of the encumbent’s daily activities.
4) The committee then takes a Behaviors and Motivators assessment which is combined into one assessment report. This assessment will give us an idea as to the soft skills needed to be successful in the job and in the company.
5) Have each candidate being seriously considered take the same assessment.
6) Compare results with the assessment taken by the committee. You now know whether or not a candidate has the soft skills to be successful and engaged.
7) Develop an On-Boarding process. This would help to insure the new employee that she did not make a mistake.
8) Develop an employee development plan. This should show the new employee that the organization is going to assist them to develop their skills.
9) Hold “Stay Interviews” on a periodic basis. I recommend quarterly or on an as needed basis.
If you would like more information regarding developing a hiring process, please either call Charlie at 770-639-5096 or email him Charlie@bsiconsult.com.
Does The Job Description Match The Job?
We see it everyday. Your team has put together this wonderful job description. It meets all the government requirements. You find the candidate you want to hire whose experience matches perfectly what is called for in the job description. Both you and the candidate are genuinely excited about the opportunity. The new hire spends about three months on the job and is becoming more and more doubtful. Remember, new hires make a decision within 6 months of hiring on whether or not they will stay with the company. What is described above happens more often then we would like to think about. Think of the costs this will lead to. The new hire leaves within a short time and you are left with this great job description. The costs of replacing this new ex employee can run into the hundreds of thousands of dollars. This includes the cost of late projects, the cost of fewer sales, the cost of recruiting another candidate, the cost of lost morale, the cost of lost profits, etc.
Is there a solution to this problem? Of course there is. When we do a Job Benchmark, one of the first things we do is to set up a committee to review the job description for the position in question. The committee would consist of no more than 8 members, preferably 5 members. The committee is made up of people who are close to the position. That is, they are currently holding the position, they have held the position in the past, they report into the position or the position reports to them. The reason for this is this a group of people who knows exactly what the position does. They develop a job accountabilities for the position. That is, what specific duties the person in the position perform. Since we can not control 100% of our time we only are concerned about 80% of the person’s job. Then these duties are ranked in terms of importance to the position and in terms of how much time is spent on the task. These accountabilities may change depending upon the time of the year. Then the job description is written so that it describes what is written in the job accountabilities. Now you have a job description that matches the actual duties of the position. Therefore you can hire a candidate that can best meet these requirements both in terms of hard skills and soft skills. You also save the considerable costs described above finding a replacement for a disgruntled employee.
If you would like more information regarding job description and job accountabilities, please either call Charlie at 770-639-5096 or email him at Charlie@bsiconsult.com.
A Guide to Assessments
We have continually suggested the using of assessment in your hiring process. The assessment can help to determine if a candidate has the soft skills required to be successful in the position and with the organization. One of the most difficult areas is to find an assessment provider that can actually do the job you are seeking.
There are some items we should know before hiring an assessment provider. They include:
1. What is an assessment? They reflect our own perception of who we are, and how others perceive us. It can help you understand why you make decisions, how you communicate, how you perceive the world and what you are capable of doing.
2. Why do you need them? Assessments can help to increase efficiency in teams, reduce turnover, improve communications, reduce workplace conflict and stress, and hire people ideally suited to the job.
3. How reliable are assessments? Reliability and safety of assessments depends upon the degree of research and validation the assessment provider has built into the assessment.
The following are a list of some questions you should ask your assessment provider.
1. What research is your assessment based on?
2. Does your assessment have a validation study associated with it?
3. Do your assessments have an adverse impact study?
4. Can your assessment be used for hiring?
5. What types of assessments do you provide? 6. How do your assessment differ from your competitors?
If you would like more information about assessments, please either call Charlie at 770-639-5096 or email him at Charlie@bsiconsult.com.
Have a great weekend.
What Is The Hold Up With Hiring?
We have all seen the problem. We have open positions to fill, we have interviewed candidates about the position, and then the delay happens. Because we are all fearful of making that hiring mistake that could cost the company hundreds of thousands of dollars, the delay happens. The background check needs to be completed, the hiring authority needs to double check to make sure the person who is to receive the offer is the right person for the job. Reference checks need to be made. Physicals need to be taken. However, most candidates equate the delay with indecision or lack of interest or both.
How can a company improve their strategic hire of new employees to ensure they do not loose a top level candidate due to overthinking? We all know recruiting good candidates is difficult. There is an old saying in the recruiting business. It is, “Time kills all deals”. So if you are taking a long time to make a hiring decision you may find out that by the time a decision is made, the candidate is no longer available. So you have to start from scratch. I work with a very large network of recruiters. We assist one another in working jobs and in recruiting candidates. In the last few months I have seen numerous reports that say a company lost the deal because of indecision and they have to start from scratch.
The following are some ways you can stream line the hiring process and not effect the quality of the hire.
1. Demonstrate quick and decisive action by giving priority to scheduling of interviews.
2. Minimize the time between the interview and the offer letter.
3. Make the best offer possible.
4. Stay in communication with the candidate. Make sure he understands the process. Many people believe that HR should be the one who should communicate with the candidate. I think that the lead person needs to be the hiring authority. The more communications he has with the candidate the better chance the candidate will allow the extra time because of the relationship that has opened up.
If you would like more information about stream lining the hiring process, please either call Charlie at 770-639-5096 or email him at Charlie@bsiconsult.com. Have a great weekend.
On Boarding is a Part of the Hiring Process
Does your company have an On Boarding program for your new hires? Did you know that 60% of new hires decide whether to stay with their new employer within 6 months of employment? Did you know that 1 in 25 new hires leave their new employer because of a poor On Boarding program? How do you on board your new employees? Do you merely show them their work station after they have filled out their tax and insurance forms and let them figure it out for themselves? My second job after serving in the Army was at a branch sales office of a Fortune 500 company. This was many years ago. Basically, I was given a price list, a pad of paper, an order pad, a pencil and shown to my work station. Oh, I was also told not to discuss salary with anyone or you could be fired.
Today is a totally different world. Because they understand the cost of an employee leaving, many companies have developed a formal On Boarding program as a part of their hiring process. This program can sometimes last 1 year or longer. It usually consists of 3 stages. They are:
1. Prepare, arrive and perform.
2. Feedback.
3. Face to face communications.
Does your company have an on boarding strategy? If so, is it well publicized in the company? Or, is it one of those corporate secrets? Is the strategy a formal one or an informal one? The formal strategy is more deliberate. It usually comes in the form of coordinated policies, activities and procedures that aim to help new hires to adjust to their new environment and become engaged employees.
If you would like to learn more about on boarding, including developing an On Boarding strategy, call Charlie at 770-639-5096 or email him at Charlie@bsiconsult.com.

What Makes A Great Hire?

Have you ever asked how you can improve your hiring process so that you are hiring only engaged employees? Have you ever asked why one person is a great hire and another person with the same hard skills as the first hire for the same job is a disaster? How can we improve our hiring process so that we are hiring only people who can successfully do the job? I think we can all agree that is a tall order. A hiring process where we only hire engaged employees. Of course that would create a shortage of engaged employees because there is a finite supply of people who are engaged in what they do. The rest are neither engaged or just plain not engaged. These are the people who can cost a company a fortune in increased productivity, decrease quality, decreased morale and decreased profits.
In order to develop an improved hiring systems you need to consider not only hard skills to do the job but also soft skills to be successful in your organization. We have tried different methods to help us determine soft skills of a person but few work and the ones that do can take a great deal of time and expense. Many companies are using the Behavioral Interview or some form of it. A candidate meets with a group of peers and a manager to interview the candidate. They ask “can you tell about a time when….?” type questions. The candidate answers and a determination is made. Another method is hiring the candidate on a 90 day probation. If he meets expectations that are clearly defined than he is hired permanently. Another method is to hire the candidate on a contract basis. If, while he is on contract, he does not work out, you can easily let him go.
Of course there is another method that can accurately match the soft skills required for the position to the candidate. It is the Job Benchmark Systems. It is really quit simple and when compared to the 2 methods mentioned above, inexpensive and offers a much more accurate measure of the hard and soft skills to do the job. You simply let the job tell you the hard and soft skills required for the position. This is done with the assistance of a committee of people who do the job or have done the job or work closely with the person in the job. They define the job, the hard skills needed, the accountabilities of the job and what specific soft skills required by taking an assessment that will tell you. Then you have candidates take the same assessment and compare the results.
If you would like more information about improving your hiring process, please either call Charlie at 770-639-5096 or email him at Charlie@bsiconsult.com.
Have a great weekend.

Are You Making Your Employees Stupid?

We are all guilty of making assumptions on what keeps our employees engaged. In the last few years some of us have thought that our employees are engaged when in actuality they are planning their next move once the economy gets better. So some of your most engaged employees are no longer passive job hunters but very active and you do not know about it.
Talent managers often complain about top performers losing enthusiasm or tenured employees who are clocking out earlier each day. This is because we are not understanding what motivates each individual. That is, why they do the things the do. There are six primary motivators. They include Theoretical, individualist, economic. aesthetic, social and traditional. There is a formula to follow to hire engaged employees that have the soft skills to be successful in their job. It is, behaviors + motivators = career happiness and long term employee engagement.
There are naysayers on this theory who refuse to take advantage of behavioral and motivators assessments as a means to better understand their employees. Instead they rely upon their own biases which often result in hiring mistakes. An example is having a bias that a particular position requires a PHD. When in fact a person with an associates degree would do a better job, be more engaged, and stay longer with the company.
The truth is in the data. If you place a talented person in a low performing culture, that is misaligned with their unique style, they will either naturally adjust to become a low performer or leave it altogether. You see this in sports all the time. A player who is very successful with one team is traded to a team that accepts a different attitude. The player often does not match his previous performance. The opposite is true also. Players who are traded to the Seattle Seahawks or the Boston Patriots or the San Antonio Spurs can usually thrive in that atmosphere.
The process of building an empowered and engaged workforce begins with understanding the whole person that comes to work.
If you would like more information about using Behaviors and Motivator assessments in your hiring and employee development processes, call Charlie at 770-639-5096 or email me at Charlie@bsiconsult.com.
Need Information? – Try a 360 OD Survey
Have you ever wondered how your customers feel about our customer service? Have you ever wondered what your customer thinks about the products you provide or the service you provide? Have you wondered how you can get this information without spending huge sums of money? The answer is the 360 OD Survey. This survey is a tool that provides leaders and employees with feedback about their performance. The survey can work in such areas as leadership, communications, productivity and technical skills and much more. It allows employees to assess strengths and weaknesses of their workplace performance, interpersonal communications and/or management style with a focus on individual and organizational development.
I know one university that uses 360 OD surveys to allow the students to rate their instructor or professor on their skills, knowledge of subject matter, etc. The results are used to improve the performance of the individual instructor or professor as well as improving the skills of the entire department. 360 surveys produce the best results when used as a tool to identify opportunities for change and used to develop individual and organizational skills to make those changes. Each survey should be customized to specific organizational and personal goals. They can be used to develop continuous learning programs and offer training in those areas where managers and employees should focus their improvement efforts.
If you would like more information regarding the 360 OD survey, please call Charlie at 770-639-5096 or email me at Charlie@bsiconsult.com. The 360 OD survey is another service provided by BSI Management Search & Consulting, LLC to make companies more successful.

How To Retain Your Employees

If it has not already happened to you, it soon will. One of your ENGAGED employees comes up to you and says she is resigning effective 2 weeks from now. This comes as a total shock to you. You had know idea that this employee was not happy. You thought of her as a loyal employee who would stay with you forever or at least until you told her she was no longer needed. There can be many factors that makes an employee, especially an engaged one, leave their employer. As the employer we forget to understand that for the most part the problem rests with us. We are the ones who are not communicating. We are the ones who do not invest in our employees to help keep their skill levels as high as possible and to learn new skills that will help them to be more valuable to the company. We are the ones who institute changes in the workplace without communicating with the affected employees on what is going on and how it would effect their current job.
Remember, most job changes occur not because of money. Let me repeat myself. Most job changes are NOT because of money. They occur because other factors have entered the equation which provide the reason for making a change, Some of these changes could include lack of promotion opportunities, lack of opportunities to develop their skills, and many more. The following are some ideas on retain engaged employees: 1. Communicate, seek their advise. 2. Understand their soft skills, their attitude, communication skills, etc. One way this can be accomplished is to have them take a Behavior & Motivators assessment and review it with them. 3. Develop, with them, goals that will develop them and develop a new role for them in the organization. 4. Review with them their progress and assist them in developing solutions if there is a problem area. 5. Develop a Job Accountabilities to determine what activities the employee is doing, how much time is being spent and rank how important the activity is.
There are many other opportunities that will help to insure that the engaged employee stays an engaged employee with your company. For more information about how BSI Management Search & Consulting, LLC can assist your company to develop a retention program, call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
Have a GREAT weekend and a very Merry Christmas.

The New Performance Review

It is that time of the year. I do not mean buying gifts for your friends and family and preparing for the best and biggest Christmas ever. I mean it is that time of the year when many performance reviews are done. You meet with your team members and tell them what they did wrong the last 12 months, what goals they did not achieve during the year, what goals have been set for them for 2015, what kind of a raise in salary you are going to get and what you must do to keep your job. It is pretty one sided and pretty negative. No wonder we do not look forward to this ritual. Instead of doing the typical performance review why not change it up and make it a positive experience? It will be a better experience for you as well as the person being reviewed. How do you turn such a negative activity into a positive session that will be looked forward to in the future? The following are a few ideas. 1. Sit down with the person being reviewed and ask him/her to prepare a few items for your next meeting. Items to be reviewed include; taking a Behaviors & Motivators assessment and complete the Action Plan in the report, develop 3 business goals and 3 personal goals he/she would like to complete during the next year and develop an action plan on completing these goals. Remember, goals are a commitment and must meet 5 criteria. They include; specific, measurable, achievable, realistic and time bound. The person being reviewed should also complete a Job Accountabilities for the position. This is a review of activities that take up 80% of her time and then rank them in terms of importance and also show how much time per day you spend on that activity. 2. Sit down with the employee and review with him/her the Behaviors & Motivators assessment. Discuss his/her goals and action plans. You may need to do some adjusting and add some to meet corporate goals and expectations. But the key here you discuss why and get his/her buy in. Review the job accountabilities and make suggestions how much time should be spent on an activity. 3. Volunteer to mentor him/her and to periodically meet to discuss progress.
This is a totally different approach to managing your employee. Instead you are more of a coach/mentor who can assist the employee to achieve great success and add to the success of the company. This is still a top down process but you get employee buy in because they helped to develop the goals that need to be accomplished. This creates an engaged employee that increases productivity of the team and the company.
I hope that this is helpful. As an associate of TTI Success Insights, BSI has access to the Performance Management System outlined above. It is a total system that allows you to communicate with your employees as needed to help resolve issues they may be having with a particular goal. For more information, please call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
Have a GREAT weekend.

A New Hire Process

I think that during the hiring process we sometimes become concerned only about whether or not the candidate we are considering hiring has the hard skills to do the job. This, I believe, occurs because there is felt to be a shortage of qualified individuals with the hard skills to do the job. We forget to consider the fact the soft skills can be even more important than the hard skills. We end up settling for a candidate even though we are pretty sure he/she does not have the soft skills to be successful in your organization. They will end up leaving when he/she is offered a few cents more per hour. There is no loyalty.
This can be an extremely expensive hiring process. It is expensive in terms of employee morale, productivity, hiring costs and much more. With this in mind I recommend the following hiring process, even for the low paying jobs you need to hire for.
The process is as follows:
1. Determine the job to be hired for.
2. Appoint a committee of up to 7 employees who work at and around the job. These are Subject Matter Experts. They can help us to understand why the job exists, how success on the job should be measured, and how it fits into the company’s strategy.
3. Develop the Job Accountabilities for the position. What are the activities the person accomplishes on the job that takes up to 80% of his/her time? You have little or no control over the other 20% of the time.
4. Have each member of the committee take a Behaviors & Motivators assessment. 5. Compare and summarize the results of the assessments in a Multi Responder Report.
NOTE: You now have the hard and the soft skills required for the position and this can be used multiple times.
6. Have each of the candidates on your final list take a Behaviors & Motivators assessment.
7. Compare the results with the Multi Responder Report by developing a Gap Report.
8. Hire the candidate which comes closest in the Gap Report providing his interviews went well, and his background check and reference checks are clean.
I hope that this is helpful. If you would like to learn more, please call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com.
Have a GREAT weekend.

4 Things Successful People Know About Themselves

Today I attended another of those great webinars by TTI Success Insights. It can be very difficult to define in one sentence exactly what TTI does. They provide assessments but they also train us on how to use assessments as an added value to the customer. For example, they not only provide a DISC assessment but they also help the user to understand what it is telling you and how to use that information to your advantage. The webinar was about the 4 Things Successful People Know About Themselves. Of course we need to define success. While each of us may have our own definition this is my favorite. “Success is the progressive realization of a worthy goal or ideal”. This is a definition used by Earl Nightingale.
What are the 4 things successful people know about themselves? They include an awareness of HOW they do what they do. That is how they make decisions, how they maintain their premises, how they receive information, etc. The second thing is the WHY they do what they do. What is their driving force? The third thing is an understanding of WHAT they can do. Their knowledge and experience. The last thing is an understanding of WHERE they find happiness. That is what work and experience is a perfect match for them.
I think it is also important for all of us to understand. We all know that if we enjoy the things we do, then we will simply do it better. If we do not enjoy the things we do, then we will not put the effort into it to do the best we can. An example is a star athlete. In today’s world you can not be very good in the sport you wish to compete in unless you love to practice, and practice longer and harder than others. Tom Brady loves what he does. If he did not he would not be nearly as good a football player. This is also important in the hiring process and in the employer and employee relationship.
If an employee is engaged in her job she will do it better then an employee who does not enjoy her job. These engaged employees are successful. They understand their HOW, WHY, WHAT and WHERE. The key item is for that employer to understand this also. This is best done during the hiring process. If you are seeking to hire a book keeper the how she does the things she does would be very different from that of a sales person. This is why I recommend that you have a candidate take a Behaviors and Motivators assessment. This assessment shows the HOW and the WHY we do the things we do. This gives us a much better chance of not hiring a person who would rather be a sales person into a position like a book keeper. You hire an engaged employee and along the way you help her to develop and grow within the organization you have have a GREAT long term engaged employee, a STAR PERFORMER.
BSI Management Search & Consulting, LLC is a Value Added Associate of TTI Success Insights, a leading provider of assessment tools. If you would like to learn more about a system to hire engaged employees, please call Charlie at 770-639-5096 or email him at charlie@bsiconsult.com. We can offer you a free trial to show you how the system works.
HAVE A GREAT WEEKEND AND A HAPPY THANKSGIVING.

Are You A Boss Or A Leader?

What a great time to write about being a boss or a leader. There is so much written about leadership including books, seminars, even college courses. In many colleges you can even major in Leadership. Yet so few practice it. In the day to day operations of a business it is just a lot easier to be a boss versus being a leader. The following are some points about the difference between being a boss or a leader:
1. A boss drives others; a leader coaches them toward their best performance.
2. A boss instills fear; a leader inspires enthusiasm.
3. A boss blames others; a leader works to help repair the damage and understand what happened so it will not happen again.
4. A boss thinks in terms of him or herself; a leader in terms of we.
5. A boss knows how it is done; a leader shows how it is done.
You get the idea.
Early on in my career I experienced the difference between a boss and a leader first hand. I was working with the Consumer Products Division of Union Carbide Corporation. This division manufactured and marketed Eveready Batteries, Prestone Car Care products, 6-12 Insect repellent and Glad Wrap & Bags. I worked with the Glad folks. They were an incredible group of people. It was my job to develop sales forecasts for them by understanding what promotional activities, etc. What is going to happen 12 to 18 months out. It was a new brand so in fact we had no idea what the effect would be. They shared their knowledge, ideas and made me a part of their team. My boss worked in the Marketing Services Department. He had know understanding as to what was going on. He would constantly yell and scream. He would tell me what to do, often conflicting with the people who managed the brand. He would instill fear. He did not try to understand what was going on. He would criticize for lack of accuracy. We got better at it pretty quickly but my boss was of little or know help.
In the latest issue of Talent Management magazine there is an article entitled “Leaders Lacking Dynamic Skills”. It says that there is a significant shortage of Leaders in the work place. Organizations are seeking more dynamic leadership skills. This is characterized as a flat, community centered organization structure with shared goals, collaborative work processes and knowledge based authority. The following are some ideas to develop dynamic leaders:
1. Develop all employees, not just the high potentials.
2. Create a culture of knowledge sharing.
3. Engage employees in collaborative work projects.
4. Continuously develop leaders even in tough economic times.
BSI Management Search & Consulting, LLC through its affiliation with TTI Success Insights can assist your organization to develop processes to develop dynamic leaders. Just give Charlie a call at 770-639-5096 or email him at charlie@bsiconsult.com.
HAVE A GREAT WEEKEND.

Why Understand Behaviors & Motivators

Why is it important that we understand the soft skills of our fellow employees or team members? Because it could make the difference in making a sale, completing a successful project, or the brand of an organization. An example recently occurred with a division of a client. One of their Sales Engineers sold a new project involving the development of a custom solution for his client. The Engineering Department reviewed the project and gave the Sales Engineer a project plan which he reviewed with the customer and gained approval. In fact, the customer was extremely excited because it would increase productivity of his operation which would generate increased profits. The Sales Engineer went out to sell other accounts and did not follow up with the Engineering Department. He finds out that, in fact, the project is not proceeding as scheduled and is considerably behind schedule. The Sales Engineer was not informed until it was very close to the deadline date set by the Engineering Department and agreed to by the customer. Because he is very customer oriented, he over reacted to the situation which caused engineering to complain to management about the conduct of the Sales Engineer.
If both parties had a better understanding of each others Behaviors, how each does the things they do, and Motivators, why each does the things they do, the entire situation might have been avoided. The Project Team needed to keep the Sales Engineer and the customer better informed as to the progress of the project. As it tuned out the Sales Engineer was let go because he did not adhere to company policy regarding abusive language. The customer cancelled the order and went with a competitor who completed the project on a timely basis so the company lost a very profitable order and customer. How could this situation be avoided? The following are some ideas to consider. 1. The project should have had a team appointed to work on it to include a project manager and the Sales Engineer. 2. The team should develop a specific action plan to show how the project will be completed on the schedule originally approved by the engineering department and the customer. 3. The team should meet together on a periodic basis, weekly or monthly, depending on the urgency of the project to review progress. 4. The customer should be kept informed on a periodic basis as to the progress of the project, review any problem areas, recommended solution, etc. 5. All team members should take a Behaviors and Motivators assessment, if they have not done so, and reviewed in detail by the team members so that there is an understanding of team member’s behaviors and motivators which includes how they like to be communicated with, how the solve problems or develop solutions, etc.
If you would like more information about Behavior and Motivator assessments and how they can assist, along with other tools, to increase project effectiveness and team effectiveness, please call Charlie at 770-639-5096 or email Charlie at charlie@bsiconsult.com.
Have a GREAT weekend.

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