Today we have a guest post from Mary Ila Ward, a local HR/OD ninja. Enjoy!
Put first things first: Â 2 Steps to Improve Hiring
Ben had a great post this week about defining corporate culture. Â Â Incorporating corporate values and culture is so important in making hiring decisions. Iâ€™m currently helping a client review and revise their selection procedures. Â One of the things that Iâ€™ve noticed in helping them is that their job dimensions, and therefore the criteria they use to select people, have never been connected to their corporate values.
Any time I engage in a client project, I seek to link what we are doing with their strategic mission and values, so it was imperative for us to help them link job dimensions to value dimensions. Â Hereâ€™s how you do itâ€¦
2 Steps to Improve Your Hiring Process:
- Know what the job requires and what tasks are involved for the job. Â Â In HR or I/O speak, do a job analysis. I know this sounds like a no brainer, but youâ€™d be surprised at how many companies have position descriptions, but do not review them regularly and do not analyze the job to make sure what they are requiring is even accurate. Â This requires an actual observation of someone doing the job.
I advocate, like Ben does, picking a superstar and documenting key characteristics they exhibit as well as the skills they have that make them a superstar. Â However, Iâ€™ve found a lot of value in looking at a low (youâ€™re just about to show them the door type) performer and an average performer for comparison purposes. Â This has really helped me define several key dimensions.
Â An Example
With this client, I saw a huge contrast in the way the low and high performer handled complex, stressful issues. Â Â The high performer had a sense of urgency, but a sense of calmness with that urgency in fixing the problems. Â Â The calmness came in rationally deciding what caused the problem, which aided in fixing it so that it wouldnâ€™t happen again. The low perform, on the other hand, exhibited almost neurosis panic when something went wrong. Â He had a sense of urgency, but combined with the panic, it made things completely worse instead of better. Â He could not tell you why the problem happened, and did not want to understand what caused it. Â You can see how this dimension could be defined more accurately than just a sense of urgency in order to make a wise hiring decision.
- Match job requirements to corporate values or culture. Â If you havenâ€™t defined your corporate values or culture, then follow Benâ€™s step to do so this week. Â If you already have, examine your job requirements against your values. Â Â By and large, your job requirements should be an easy match to value dimensions. Â If they arenâ€™t, you may need to add more values or eliminate selection requirements from your list.
Â An Example
One corporate value my client has defined is â€œCourageâ€. Â This value is defined in several ways, but one thing that sticks out to me in this definition is â€œbe responsive and flexibleâ€, and â€œdo the right thingâ€. Â Â Another is â€œOwnershipâ€ defined as â€œbe proud of your workâ€, â€œbe responsible for your actions,â€ â€œoperate with a â€˜can doâ€™ attitudeâ€. Â I love this value! Â You can see how we defined the job dimension described above to tie to these values:
- Ability to alter oneâ€™s behavior in a calm manner in order to respond to unforeseen problems (courage).
- Desire to understand why equipment or machinery has caused manufacturing issues and the ability to respond appropriately in a prompt manner (ownership).
What job requirements do you have that are tied to your corporate values or culture?
About Horizon Point Consulting, Inc.: Horizon Point Consulting, Incorporated’s mission is to provide career, leadership and workforce coaching and consulting that leads to a passionate and productive workforce.
Mary Ilaâ€™s passion is helping others create and maintain passion in the workplace. Â Â To learn more, visit the companyâ€™s website at: http://horizonpointconsulting.comÂ or connect with her on LinkedIn.