Even the most promising new hire needs an adequate amount of support during the onboarding process when they first start working for your company.
Have you regretted hiring an employee that appeared promising during the job interview? If you have, then you’re in good company. Many of us in charge of hiring make decisions based on a positive interview, but we may regret it three months down the line.
Have you hired an employee that matches the job posting perfectly, but they turn out to be the wrong fit 90 days later? Attract a good fit for the position.
Effective communication with our direct reports is a top priority if we want highly engaged team members.
Is your hiring bias founded on facts or can you teach industry knowledge in a short amount of time?
I challenge my clients to look at this, because when you limit yourself to candidates with “X” amount of experience in your industry, you really shrink the available pool of candidates.
Do you invest time in your employees?
With the many demands of leadership roles, executives struggle to protect the time needed to develop and nurture their direct reports.
As executives, we get caught up in reports, staff meetings, and even customer calls. It’s not uncommon for time to go by, and we’ve not paid attention to our biggest asset—our people!
For most businesses 95% of the company’s value walks out the door every evening. Finding the right people is one cost, keeping people in their jobs is another, and when you need to terminate a “bad hire” employee, the dollars add up quickly. A bad hire is defined a person who did not perform up […]
Peter Drucker is attributed to saying “Culture eats strategy for breakfast.” Meaning, that no matter how good your strategy is, how much time you spend talking about your strategy, or in many cases, how many consultants you pay to make awesome PowerPoint presentations on strategy, your strategy is going to be useless without the right […]
The importance of placing the right talent in the right role. Jim Collins (Good to Great, HarperCollins, 2001) talks about having the “right people on the bus” and conversely, the “wrong people off of the bus.” Some people refer to “horses in the barn” and having a few “strong horses” when they talk about the […]
It happens all the time. You have an opening on your team and you are in the interviewing process. You went through your standard behavior-based interview questions, poked and probed at several key competencies, and had some good laughs about favorite sports teams or in my case, favorite chocolate desserts. When you exited the interview, […]