Strengths-Based Selection (WT711)

Strengths-Based Selection (WT711)

Blog

by Shirley Dalton | 9 Feb, 2024 | Blog, Business

WT 711 Strengths-Based Selection

This week we’re back on the topic of recruitment.

It seems that recruitment and retention is the biggest challenge for businesses at the moment so I thought I would share a couple of tips with you.

  1. REACH profiling
  2. Skills assessment

I use the REACH profiling system because it is a comprehensive ecosystem.

Not only does it provide a number of different reports such as Personal, Communication and Leadership, we can also generate an Interview Companion.

The Interview Companion is gold. It is based on “strengths-based selection”.

In other words, we want to hire people in roles that are suited to their strengths.

We know that interview is the least reliable form of recruitment because applicants tell us what they think we want to hear.

The Interview Companion helps us to clarify the strengths we want for each role, which makes it very easy to see if the candidates’ strengths match the role.

The second tip is to assess the skills either before, during or after the interview.

If touch typing is important for the role, you can test this at https://10fastfingers.com.

If spelling, grammar and formatting skills are important, you can test that too.

Perhaps you need someone who can get their way around Excel. Ask them to complete a couple of tasks in Excel. You’ll soon see how well they can use it, as well as how they interpret instructions.

It’s okay to assess the candidate’s skills, if it’s important to you that they come with skills.

Some companies are happy to train and they need to test for attitude and aptitude. One way to test attitude is to invite the candidate to come to work with you for a few hours or a day.  They get paid, it’s not for free, however it gives you an opportunity to see whether they have initiative.

It allows you to see how they communicate with and relate to team members and customers.

Determining the assessments and criteria can be quite easy if you have taken the time to be clear on what you want from the role and have worked out the K.E.S.A.Q. required for the role.

  1. Knowledge
  2. Experience
  3. Skills
  4. Attitude
  5. Qualifications

And the third and final tip is “don’t be desperate”.  When you’re desperate, you’ll most likely hire the wrong person and then end up having to do it all over again within a few months.

P. S. Invite your friends to get the Weekly Thoughts delivered directly to their inbox. Go to https://shirleydalton.com/weekly-thoughts.

Recruit for the Role (WT578)

Recruit for the Role (WT578)

Blog

by Shirley Dalton | 23 Jul, 2021 | Blog, Business

WT 578 Recruit for the Role

Last week in our online training I provided a formula for finding, hiring and keeping the right people.

What I’ve found as I’ve worked with hundreds, if not thousands of companies over the years is that many are still making the mistake of hiring the person instead of hiring for the role.

What do I mean by this?

Many are still hiring people that they know and then do their best to create a role to suit the person.

I have to be clear about this.

This is the wrong way to hire.

The first thing you want to do is to map your processes to work out the tasks and standards that are required of the role.

Once you’ve done that you can give the role a title and start to look at what we call “KESAQ” – the knowledge, experience, skills, attitude and qualifications that the ROLE needs.

Being clear about the KESAQ for the role helps you to create a compelling advertisement to attract the right people.

It also makes it easy for you to determine whether applicants match the KESAQ for the role.

If they do, you can add them to your shortlist.

We know interview is the least reliable form of recruitment because it’s often the person who has the best interview skills that gets the job and not necessarily the best person for the job.

You can minimise your risk here by giving them some practical tests such as a typing test or a case study.

You can also include profiling to get a better idea of who the person is and what their personality and values are.

Too often I see the wrong people hired because the recruitment process isn’t rigorous.

How about your organisation? Is your recruitment process defined and followed or is it adhoc and dependent on who gets recommended?

P.S. Our signature Leading Yourself and Leading Others Experience is now open for registrations and we only have a couple of places left, plus the Early Bird Discount ends at the end of this month. For more information Click Here.

P.P.S. Invite your friends to get the Weekly Thoughts delivered directly to their inbox. Go to https://shirleydalton.com/weekly-thoughts.

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