Risky Hiring Practices

Did you know that there are still many businesses that are hiring from a person’s experience and resume, and hoping for the best after appointing the candidate?

This leads to trial and error, 50/50 chance of getting it right (sometimes worse) which is very expensive especially when you consider for some roles it can be months and years before you really see the person’s true potential and know whether you made the right choice.

This problem of hiring becomes even tougher for businesses that need to hire apprentices or younger people to train up for the future.

After all, these individuals are much more likely to have a lot less of a career track record.

Many businesses feel that this is the usual, and it is not possible to know the potential of a person before they’re hired.

The short answer is – YOU CAN KNOW A PERSON’S POTENTIAL BEFORE THEY’RE HIRED!

And if you are still hiring and keeping your fingers crossed, then you owe it to yourself, your business and your team to get skilled and nail this area.

The main criteria in recruitment:
In recruiting new people there is one factor that you have to firmly establish before you can safely decide to bring a new person on board.

The answer is – Production record.
The first and by far the most important factor in hiring is to establish and understand a candidate’s PRODUCTION RECORD.

A “product” can be defined as the valuable final result of a directed effort to get an item or activity fully completed. And the fact that it is really completed, it is valuable, it works and it also needs no further attention are all attributes of a product.

You buy a drilling machine, and when you get home to use it you realize that the drill is not stable but vibrates a lot and makes drilling nearly impossible. That machine was simply not a good product. It needs more attention before it could possibly become one. To deliver things that are fully working and completed is the key responsibility of leaders. The same is true for all the staff you have.

Each and every member of your organization is supposed to deliver value through providing “products”.

Definition of a product
A product, in order to be called a “product”, doesn’t have to be a physical object; it could as well be a completed service. In today’s society, we have, in fact, a tendency to developand deliver more and more products that are personally- or machine-assisted services. These could be cleaned windows, repaired teeth, a consultation resulting in a suitable and viable business plan, access to the internet, etc.

These are all products in the sense in which we are using the word here. And they should also be needed and wanted. The delivery of a company’s products is the only reason for its existence.

Those that you need to hire are individuals that are being productive, producing things of value inside and outside of their career, within professional or hobby groups.

As the interviewer, your ability and skill in identifying these individuals is what will set you apart from other businesses, increase your productivity, team morale, and lower your recruiting costs.

If you are ready to advance your skills and know how to spot Performers, and build a productive team, enquire about the Performance Hiring Training. It gets your team more productive, safe, and fun!

The content above is from Performia’s training and TEAMS magazine; the key to productive recruitment. Enquire to get a copy.