How to Get the Right People in the Right Jobs

Right People Right JobWho’s on the bus? To management guru and best-selling author Jim Collins, this is the most important question business owners need to ask themselves.

The bus is your company, and getting the right people who will be in the bus is crucial to success—more important, even, than your strategy.

The ability to recruit, interview, and hire the best candidates is essential to every organization’s success.

However, the process can be tricky, and employee turnover is extremely costly.

Managers who can attract and hire top-performing associates benefit by spending time maximizing employee performance rather than constantly working to solve problems.

There are a few key steps you can take to get the right people in the right jobs:

1. Look For Multifaceted People – Successful companies are those that hire smart, flexible, multifaceted people.

As your company grows, your requirements will change.

Flexible, multifaceted people who possess a positive, can-do attitude will be able to adapt to the changes.

2. Use the Job Descriptions – A company should analyze job descriptions to ensure that they include the major success factors that will be necessary for the employee to do the very best job possible.

3. Implement a Structured Hiring Process coupled with appropriate Assessment Tests – Today’s job seekers are sophisticated. Many resumes are inflated, and many candidates are well schooled in giving the right answers to your interview questions.

The use of appropriate assessment tests measures the attributes (predictors) important for job success.

4. Use the Interview to Get the Facts – During the entire interview process, companies must consistently ask the right types of questions.

Use the behavioral interviewing technique to assess the past experiences of a candidate to judge his/her response to identical situations on a future job.

Essentially, behavioral interviewing is based on the premise that “past performance in comparable circumstances is the best predictor of future performance”.

When using a behavioral interview question, candidates are expected to tell a story using the S-T-A-R (Situation, Task, Action, Results) method. By having all the job candidates using the same framework for their responses, it is much easier to “grade” the candidates afterwards.

Another benefit of the behavioral interviewing approach is that the entire process makes it much more difficult for the job candidate to exaggerate or create hypothetical situations.

5. It Isn’t Over Until It’s Over – After the selection process is complete, you should thoroughly debrief the new employee and ask for feedback on the entire selection process, from start to finish.

We all know that the cost of making a mistake or a series of mistakes, while hiring is far greater in the long run than the cost of the selection process itself.

Hopefully, these guidelines will lead to best practice hiring in your company. *Dr. Flor Glinoga is the President of Altabest Management Services, a corporate training services provider.

She is an internationally recognized Management and HRD Consultant.

With a PhD in Clinical Psychology and Masters in Development Management, Dr. Glinoga has a wealth of knowledge about individual, group, and organizational behavior.

For the past 36 years, she has engaged individuals and organizations in the change process to increase their productivity, efficiency and effectiveness to include HR Services, strategic business plan programs, develop leadership skills, and build self-mastery.