Jeffrey Mosher reviews with Dave Heisey, Crestcom's approach to finding people who have the right skills and are a good fit for your organization by hiring for attitude and more effective on-boarding.
Dave is President of DRH Enterprises, LLC, Holt, MI, and a Crestcom training facilitator in Michigan.
To hear Dave and Jeffrey discuss Hiring for Attitude, click play on the PodCast below.
Finding people who have the right skills and are a good fit for your organization can be a time consuming and expensive process. There is the obvious expense of crafting the position opening, advertising, interviewing, and paying any recruiter costs. There is also the costs of all the stuff that could have been accomplished had the person been there, that isn’t getting done while you’re out looking. After all of that, what could be worse than having a good candidate start in the role, absorb additional costs in training, but subsequently leave after 6 months, 1 year or 2 years?
In one study done by Mark Murphy in Hiring for Attitude, they tracked over 20,000 job incumbents, and found that 46% failed within 18 months. 89% of those failures were attributed to attitudinal reasons, with only 11% attributed to a lack of skills. Most leaders understand the skills they need the candidate to possess to be successful in the role, and they can ask the right questions and interpret the answers with success. However, most leaders don’t think about the kinds of attitudes that are most important for success in their organization, nor do they know how to ask the right questions to determine if a candidate possesses those. Are you Honest? That’s a very straightforward question about an important attitude, but what answer do you expect to hear 100% of the time?
Once you find a candidate with the right skills and right fit, it’s extremely important to be thoughtful about an on-boarding program. Most organizations (48%) admit that they don’t do on-boarding very well. The sink or swim technique is most often used, but do you really want your new hire to sink? Won’t that just represent a lot of wasted time, energy and money on the part of the organization? We’ll talk about what an effective on-boarding process looks like.
To learn more about how to boost innovation on your team, listen to this segment on Michigan Business Network. Dave reviews:
• Simon Bailey - former Disney exec - Infuse, Connect & Unleash
• Finding talent - attitude over skills - train to improve skills - don’t waste time on training for attitude
• Team interviews, must have list, real world scenario questions - what have you actually done?
• 4 attitudes or values - rank them in order
• On-boarding - 5 day, 5 week, 5 month
• Recognition - don’t forget your experienced employees.
In one study done by Mark Murphy in Hiring for Attitude, they tracked over 20,000 job incumbents, and found that 46% failed within 18 months. 89% of those failures were attributed to attitudinal reasons, with only 11% attributed to a lack of skills. Most leaders understand the skills they need the candidate to possess to be successful in the role, and they can ask the right questions and interpret the answers with success. However, most leaders don’t think about the kinds of attitudes that are most important for success in their organization, nor do they know how to ask the right questions to determine if a candidate possesses those. Are you Honest? That’s a very straightforward question about an important attitude, but what answer do you expect to hear 100% of the time?
Once you find a candidate with the right skills and right fit, it’s extremely important to be thoughtful about an on-boarding program. Most organizations (48%) admit that they don’t do on-boarding very well. The sink or swim technique is most often used, but do you really want your new hire to sink? Won’t that just represent a lot of wasted time, energy and money on the part of the organization? We’ll talk about what an effective on-boarding process looks like.
To learn more about how to boost innovation on your team, listen to this segment on Michigan Business Network. Dave reviews:
• Simon Bailey - former Disney exec - Infuse, Connect & Unleash
• Finding talent - attitude over skills - train to improve skills - don’t waste time on training for attitude
• Team interviews, must have list, real world scenario questions - what have you actually done?
• 4 attitudes or values - rank them in order
• On-boarding - 5 day, 5 week, 5 month
• Recognition - don’t forget your experienced employees.
