Many hiring
managers and supervisors use a process or tool to help them select
the right person for a role they want to fill in their department
or organization. It may be a simple as selecting the next person ready
to take on the job or even the next one who comes up and says, "let
me try it".
Studies have
shown however, that the best approach is to determine certain factors
about the role you need filled and then apply these factors in your
search to find the right person who is available at the time. If you
have planned ahead, the person may be in your organization and is
ready to take on the role. If this is not the situation, then to "get
going". Consider doing the following:
- Knowledge,
Skills, Experience - The basics for filling any role. What
does the person need to know? What skills do they need to have?
What experience would be helpful or critical to help the person
be successful in the role? If you expect someone who has limited
language skills for example to do well in a role requiring clear
communications, you may be setting both of you up for failure!
- Attitudes
/ Ethics - Relatively recent factors in assessments are the
confirmation that the person, regardless of their other abilities,
will have the right attitude and ethics (soft factors) that will
be necessary to succeed long term in the "job". The finance
guy who left his last position because he stole a dessert at the
company cafeteria, may not be the right person to add to your team;
unless you have someone who will be double checking everything he
does.
- Strengths
& Talents - This is probably the most effective short and
long term indicator of "role fit". Studies have confirmed
that organizations who focus first on clarifying which strengths
a person will need in a role will have a "many fold" increase
in their success to get the "Right Person". These talents
are those things people are born with that can be nurtured and polished
to then add to both personal and organizational success when applied.
An example is the necessity of having a person strong on Strategic
thought to be in a role of leadership in the company. If the leader
can not see the vision clearly and know how to get there, success
is doubtful.
What
can I do to help get the Right People ?
The best resource
I have found to date is the Gallup Organization's work written up
in their 2001 book, "Now, Discover your Strengths". If you
have not read the book yet and taken the survey to determine your
own top 5 strengths, do that first. If you need my help, just let
me know.
Send any questions
or comments to Bill@2transformbusiness.com.
