Positive Energy - Can You Predict the Future? Positively!

If you’re a “baby boomer” like me, you surely remember watching the early medical TV dramas like “Dr. Kildare” and “Ben Casey.” Remember “Medical Center” and Chad Everett? If you’re from the “ER,” “Grey’s Anatomy” and “CSI” generation, you, too, may agree that by watching these shows season-to-season, we not only get involved in the characters’ lives, we often become armchair doctors and forensic wanna-be’s ourselves!

We’ve learned so much about symptoms, analyses, treatment plans, and predicting future (health) performance. We’ve also learned that, in hind-sight, there have been clues along the way indicating something has or will go off-track. When we visit our own doctor’s office for reasons other than routine physicals, it’s usually due to some recurring symptom(s) that are causing us pain or distress. Through a series of questions, examination and tests, the doctor usually arrives at a diagnosis, establishes a treatment plan, and suggests some proactive behavior changes that will help us change direction and achieve more positive results.

In business, too, there are some organizational “P2P” symptoms that cause pain and/or distress, as well. When we analyze these symptoms objectively and honestly, we may diagnose and come to the conclusion that an ineffective recruiting, interviewing and selection process may be a heart of the matter. Never thought of it this way? You’re not alone…

Move over Doctor Phil! Let’s take a look at some of these painful “P2P” symptoms, according to “Dr. MJ’s Positive Workplace” practice…Think about your responses to the following questions:

If you answered “yes” to one or any, it’s time to reevaluate your existing selection process and/or establish a new “treatment plan” for it that will improve future (employee and organizational) performance.

No matter the size of the organization or the industry, the recruitment, selection, interviewing and on-boarding processes are critical! Establishing a positive workplace environment that maximizes “P2P,” employee potential, gets the day-to-day work done effectively and efficiently, serves the customers well so they return, and, ultimately, improves overall results – needs to be our top priority each day.

Recently, I had the pleasure of working with a trio of small business owners; entrepreneurs, who together, have built a successful and growing IT business. They contacted me to discuss some employee performance issues, ways to improve communication, and the need for a more effective employee selection and interviewing process. In addition to having some great “P2P” time of our own, during our initial one-on-ones, we arrived at a fair strategy for the employee issues, tuned-up some communication skills and moved on to developing an effective selection strategy and process for hiring a new office manager.

These three pro’s had done their homework and were ready to go! They had their tools ready that included a very detailed job description and a long list of characteristics they wanted for a “perfect hire.” Ah, the “perfect hire!” From my many years of experience as a manager in the temporary help industry, as a bank corporate recruiter and branch manager, as well as the project manger for “Day One” orientation and the on-boarding of new hires, I learned time and time again that there are no “perfect hires.” There are, however, the “right people for the right jobs.” As a group, the pro’s and I discussed this more realistic approach and one which they eagerly embraced. It was great fun tuning-up their skills with a behavioral-based interview workshop!

As my Mom used to say, talking about kids, “We have five fingers on our hand and each of them is different.” Same premise applies for employees…The process of interviewing and selecting the right person for the right job does not begin or end with only a new (external) hire! It is also used when making decisions about internal realignment in organizations (especially today), on promotions, forming project teams, special task forces, committee/board members, and special assignments. Today, it is not enough or fair to hire a person based only on what you think they can do or to fill a position based only on friendships or political relationships.

Behavioral, objective, fact-based selection criteria must be used to increase your (and the candidate’s) success rate of placing the right person in the right job. Well-defined, behavioral criteria will be critical for the hiring manager and/or interviewer in making the best selection and justifying your placement decision legally, if necessary.

It’s Proven!
Predicting Future Performance Is a “Thing of the Past” –
Past Behavior and Learning!

Rather than concentrating on what the person can do for you in the future, the “Positive Behavioral-Based Interview” concentrates on what made that person successful in the past and how you can best use those skills, traits and behaviors to deliver in the future.

Keep in mind that it’s a two-way street - not only are we evaluating and selecting “the right person for the right job,” the candidate is evaluating and selecting “the right company and/or the right job” for themselves!

The selection process of any organization sends one of two messages to the applicant. One is a message of encouragement and respect; one is a message of disregard and unprofessionalism. How positive is your interview and selection process? What messages are you and your company/organization sending? (CLICK for Positive Interview assessment)

Having the “right fit” is the key to keeping good employees engaged and on board. Although most managers have the clearest sense of the job to be filled and what type of person is “right for the job,” they often may see the selection process as a lower priority item in the scheme of things. Misguided thinking! To be successful, we need to spend time identifying the critical success factors for a position, preparing for and conducting thorough interviews, evaluating and comparing the candidates, and authentically representing the organization in our words and behavior.

By the “right fit” we mean a person whose skills (technical and interpersonal) and interests match the requirements of the position at hand, and whose core values are consistent with the organization. We used to call it the “custom match” during my days as manager of a national temporary help service.

Whether the candidate is an internal or external one, we spend a lot of time, energy, and money on the selection process which is only one component of the on-boarding process in any organization that also includes attracting, retaining and training. We’ll talk about my experience and passion for the on-boarding process at another time…

Final thought, many of you have heard me say…hire for attitude! Unless you’re hiring a brain surgeon or a rocket scientist, the key to a successful hire is their positive attitude. Most candidates will come with some great skills and experience that will be more than enough to do the job well! Using behavioral-based questions will also help you uncover their attitude…and select the right person for the right job!

So, bottom-line…No matter if you are a seasoned pro, new to the selection process, or simply want to improve your interviewing skills and build higher functioning teams by selecting more “right people,” the behavioral-based interviewing system will help you make better hires! Selecting the right employee will save you time, money & improve results!

Are You A Hiring Manager?
Or Looking To Be Hired?
Be Ready for the Upturn!

Join Me for the Next Public Workshop!
“Back-to-Basics” Two-Hour Power Training

The Positive Interview Process:
Using Behavioral-Based Questions
to Make the Right Hire or Be the Right Hire!

Date: November 12, 2009, 9:00am – 11:00am
Only $79 per person!

CLICK HERE TO REGISTER

P.S. Do you know someone who needs "Positive Energy" in their workplace? Feel free to forward this issue to friends, family and colleagues!

A Positive Workplace Means Business™.
Leadership and professional development programs designed for front-line employees, team leaders, supervisors, managers, and corporate leaders who are responsible for developing and implementing their organization's employee and customer service strategies. « Learn More »

Mary Jane (MJ) Paris brings a broad base of experience in management, leadership and employee development gained from more than 25 years in sales management, retail banking, training, recruiting, project management, event planning and community leadership.
Her common sense approach and practical experience combined with her dynamic presentation skills provide a solid foundation for understanding her client’s needs and challenges.