Page 16 - KZN Business Sense 4.4

You Get the team You deserve

Trevor Clark, perfect person that is going to add Have you defined the attributes already in possession of a pre- Aside from skill-based testing,
professional speaker, significant value to her business? of who will fit the role better? screened pool of talent? again using psychometric tests like
business and By using psychometric tools like DISC can be a great way to break
executive coach. Sounds obvious right, but how DISC, Wealth Dynamics and 3. screening a tie between your shortlisted
often do business owners and
Picture this – executives get this so very wrong? Profile XT, we can more easier Your time is precious – don’t candidates. These tests range from
only R800 and upwards so a small
tell who will be happier in any
Emelia owns a Entrepreneurs regularly call role (thereby working in a state waste it on unnecessary interviews. investment to make to reduce the
medium-sized me in to work with employees of ‘flow’). Ever notice how most Using the telephone for pre- risk of placing the wrong person at
business that she that aren’t meeting expectations. CV templates contain pre- screening and first-stage interviews salaries in the tens and hundreds of
has built Yes, coaches can help with populated attributes like “Results can leverage significant hours in thousands.
from the performance, accountability oriented”, “Team Player”, “High your day.
ground up and human improvements in Attention to Detail”, etc. whether Have you ever tested group/ 5. reference checks
over the several areas – but often I have the candidate possesses those panel interviews? Save having to
last seven to ask is “How did that person qualities or not? repeat yourself by meeting three A basic that is too often
years. get put into that role in the first to four candidates simultaneously, overlooked. Are you also taking
references from the employers not
For Trevor’s detailed article on
Lots of place?” Getting it wrong is the behavioural profiling, grab a copy you also get to see how the listed on the CV? Don’t settle for
hard work employer’s responsibility far of KZN Business Sense Vol.4, No. 1 candidates handle themselves one positive reference or give up on
and learning every day – through more than the employee’s. under a little pressure. Bringing one negative. Digging a little (and
reading books, listening to opinion 2. are you turning over enough three or four existing team checking social media channels)
leaders, mentors and coaches – has “hire for attitude, train for skill.” rocks? members into the interview can uncover a lot of useful insight.
gone into it. Emelia has probably Below are some key tips to help allows further insight and
learned even more through the refine your own hiring process: The right candidate is out there, reinforces their commitment to 6. social interview
hard knocks – mistakes made but the best people are usually the team. A great acid test is to invite
along the way where the lesson 1. do you actually know who you “Looking but Not-looking.” In Talk about the future, more than your shortlisted employee to
only comes when Hindsight taps are looking for? other words, they may leave their the now. Great people want to a team lunch or, better yet, an
her on the shoulder with that Has a clear job description been current job, but only for a company work for great companies – are you evening meal. At this level, easy to
cruel clarity and insight into how drafted so you will know the right that speaks more to their core sharing your personal vision and witness social etiquette, drinking/
something could have been done a candidate when you meet him or values, goals or personal growth. your vision of how your business language habits and to meet the
far easier and more effective way. her? But more than the standard Is the advertising and wording will look in 20 years’ time and the person’s spouse/partner. Incredible

Now this happens: An empty roles and responsibilities, have clear compelling? Would it make impact it will have? what you learn about people
chair. Key Performance Indicator’s (KPI) friends/family of that candidate when loosened up, or from their
been defined by which the person’s forward it on to him/her? 4. testing significant other.
Either a team member has progress will be monitored, Have you come up with a method
resigned, or she has identified have these been cross-checked Are you getting the job advert to test for the candidates’ skills 7. induction
a new position or role within against the (updated) company out through sufficient channels prior to hiring? (Can the person
the organisation that will help organisation chart to ensure no – recruitment sites, digital actually deliver what the CV says Once you have chosen your
her grow and better serve her overlap/omissions? channels, human networks and he or she can?). candidate and sealed the deal, do
you set him/her up for success?
customers. But how many business using good placement agencies
owners do you know that have A proper induction plan (often
ever formally studied the art of check listed) will help you onboard
recruiting talent? any new recruit faster and allow
Emelia’s first intent is to hire fast, them to quickly assimilate the
so does she: culture of the business and be 100%
clear on how to do the job before
A. Rush to fill the post as quickly being inflicted on your clients.
as possible, and spend the next Regular review sessions (weekly
five years regretting it? (She even for the first month of employ,
is already time-stressed and then monthly, then quarterly, etc)
a family member or her next- will also aid confidence for all
door neighbour’s friend’s son is parties.
currently unemployed… and that
not-so-great ex-employee is back Drop us a line at durban@
on the market, “Maybe she will be actioncoach.com for a free user
better this time?”) … or guide to ActionCOACH’s “Four-
B. Hire that expensive, walk-on- Hour Recruitment Process”. A
system that brings these, and more
water graduate that is ridiculously principles into play, allowing you
over skilled for the position but to bring on capable and dynamic
comes with an attitude that will team members fast.
make Emelia, and her teams’, life
miserable? …or T: 031 266 2258
C. Pause, plan, and follow a clear E: durban@actioncoach.com
process to ensure she finds the w: www.mastery.co.za

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