Hiring Solutions

Sticky fingers

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Yup. We hire them. They come in all ages, both genders, and every ethnic and professional status. It could be taking pens, stacks of paper or toner, sharing proprietary information, or reselling larger items from the company stockroom. Use a qualified core value assessment tool coupled with a thorough background check to look for people with a history of sticky fingers. Remember, many thieves haven’t been caught—yet. Or, they were caught and the company didn’t file a police report. Safeguard your company and employees and inventory by being thorough during the selection process.

(c)Jeannette L. Seibly, 2013

How do you implement practical, cost-effective due diligence measures? Get your copy of “Hire Amazing Employees, Second Edition: Improve Your Profits (and Your Work Life)!”

Have you developed their talent lately?

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Hiring the right person requires more than simply hiring someone who appears to have the right skills. It’s selecting someone who can fit the environment and succeed. Many times they have the right stuff, but we fail to develop their talent and inadvertently sabotage their performance. Design a 180-day success plan to keep your employees focused on the targeted areas required for company success from the very first day on the job. Manage them daily, weekly, and monthly to ensure success, with the frequency determined by their most recent results. When left to their own devices, employees will usually go off-track to pursue their own interests.

(c)Jeannette L. Seibly, 2013

GPAs are not good success predictors

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Many companies today rely on applicants’ GPAs from high school or college as an objective indicator to predict their success on the job. Unfortunately, knowledge does not mean you know how to use information effectively in a business setting. There are street-smart individuals with lower GPAs who will trump those with book smarts in achieving the intended results. Why? Many street-smart people know how to work with and through others to solicit the 90 percent of information not found in books or on the Internet. Using qualified assessments can objectively help you determine if a person’s thinking style will fit the job you need to have done. (http://BizSavvyHire.com)

(c)Jeannette L. Seibly, 2013

Do you hold your hiring managers accountable?

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Very few companies manage their hiring processes by holding their hiring managers accountable. Instead, they experience high levels of turnover and increased difficulty finding qualified candidates because managers reliance on gut reactions or play the blame game.  Neither will resolve systems or bias issues when new employees fail. What would happen if instead your hiring manager’s compensation was tied to employee turnover and performance? A bad manager would either step aside or improve in order to create an environment for employee success. (http://ow.ly/mL7n0 (Bad Managers eGuide)) They would improve their use of qualified hiring tools to ensure the best objective information is being utilized and reviewed to ensure laser-like coaching for employee success. (http://BizSavvyHire.com)

(c)Jeannette L. Seibly, 2013

Are you really ready?

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You, like many employees today, may believe you are ready to move forward in your company to take on more responsibility. The bigger questions to first ask yourself: Do my customers, co-workers, partners, and management agree? It’s not enough for you to believe you can do it. Others need to have faith that you can and will deliver the intended results. A qualified 360-degree assessment can help you clarify what you need to do to advance. Hiring an executive coach can help you close the gap from where you are now to where you need to be in the near future. (http://SeibCo.com)

(c)Jeannette L. Seibly

Do your employees feel safe?

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With white-collar crime and substance abuse on the rise, the chances of your company hiring co-workers and bosses with different sets of values has greatly increased. Poor hiring practices will cause your employees, clients, and vendors to distrust you and your company. The good news? Poor hiring practices can be changed! Although the results derived from using qualified hiring tools and processes cannot guarantee 100 percent success, objective information will always improve your selection decisions. Remember, as a business owner and/or executive, you have a fiduciary responsibility to protect your employees, customers, proprietary information, tools, and communities. (http://BizSavvyHire.com)

(c)Jeannette L. Seibly, 2013

Cross-Train for Success

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With summer vacations approaching, it’s a great time to be cross-trained in other jobs to learn new skills. Sell your boss the idea, as well as the person who currently holds the position. Also, it’s a great occasion for bosses to get realistic hands-on experience doing their employees’ work! Be sure your own work responsibilities are handled, and that you meet current deadlines. These new opportunities will provide you with a breadth of knowledge on how your department and company work and additional Brag! statements (TimeToBrag.com) when seeking future promotions and pay increases. Remember, do the job as it’s been structured by not making any changes—being labeled a meddler will limit your future success.

(c)Jeannette L. Seibly, 2013

Be a Leader without Being the Boss

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Many times risk-adverse leaders and business professionals hate their jobs. They see the position of boss as a great opportunity to make more money and attain a coveted title.  Yet they are unable or unwilling to develop the people and project skills required to be boss. They are afraid of stepping outside their comfort zone or have done so without success. Without learning from your mistakes and developing new sets of attitudes and behaviors, it can be difficult to get and keep these positions. It would be better to develop a career ladder within your company where you can increase your influence and paycheck, and be a leader without being the boss. It’s OK if you don’t have the interests or skills to be the boss!

(c)Jeannette L. Seibly, 2013

Get Unstuck

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When you are stuck or simply procrastinating, being overly focused on your inner psyche to justify the reasons why will keep you from doing what you need to do. It takes as much time, or more, to create excuses than to simply do the work! Become responsible for your own motivation instead of blaming your boss or employees for being uninspired.  To rejuvenate a project, uncover the source of an issue, or resolve an employee concern, use the steps in the eGuide “5 Simple Steps to Improve Your Results!”  https://seibco.com/coaching-report/ The mark of a true leader is doing what needs to be done in an effective manner, regardless of how you feel about wanting to do it. 

(c)Jeannette L. Seibly, 2013 

Eliminate the Guessing Game

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Do you know how to ask for what you want? Or do you expect your employees or vendors to simply know? Do you falsely believe you will know what you want when you see or read it? Eliminate the guessing game and take time to clarify the goal or outcomes you wish to achieve, in writing. By writing goals down, it’s easier to get everyone on the same page. Stay away from spelling out how to achieve outcomes. Share your outline and include others’ ideas before providing the details.

(c)Jeannette L. Seibly, 2013