Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.
Jan
19

Four New Principles to Hire Right for the Future

By

penguins focused on goalsAre you hiring right for the future–or are you still hiring with the principles of the past?

Recruiting today depends on a new mindset. Here are four areas to a�?right turna�� your mindset:

1. Hire to the ever more discriminating customer

According to the latest surveys, the client is not happy! We all know the client is more educated, more informed, and more demanding. We also know the client takes much longer to make a buying decision (from first Internet looks to decision take 9-28 months, according to industry leaders).

Your hires: Must be more dedicated and more tenacious to succeed. I know you think mostly of whether they can sell a house for you. But, are they good enough to make the client happy? Because that’s what your referral and return business depends on…..

2. Hire to a new business structure

The hire of today and tomorrow doesna��t want that old a�?exclusivea�� structure we all built. It wona��t work to say a�?You must be with us to succeed.a�? The desired structure is inclusive: Open, not hierarchical, and participative. So, drop the VP and the playing favorites to the old guard. They may be feeding you today, but theya��re dying tomorrowa��a��

Your hires: Want an inclusive atmosphere. That means more openness, independence, and diversity.

3. Hire to an interview process focused on the candidate.

The old a�?hard sella�� isna��t attractive to the hire of today and tomorrow. So, drop the 2-hour sales job and, instead, focus on getting to know the candidate.

Your hires: Get to really know each one in a well-crafted, question-focused interview process.

4. Hire as though you were actually excited to develop that individual.

The consumer is not impressed with the a�?fog the mirrora�� hiring method. The right turn is to be a�?solda�� enough on each new hire to help her create the skills and the career she wants. That means to focus on coaching and small group accountability training.

Your hires: Must want to, and be capable of, developing a career with your coaching and facilitation. Your clients expect that much.

So, how does your interview process stack up? What do you want to change to hire for the future?Blueprint_Ebook_Display

Do You Have an Interview Process–or a Hot Mess?

Most of hire ‘by ear’, and worry about the rest later. If you don’t have a planned interview process, you’ll be beaten by the person who does. Here’s a unique resource to help you organize, plan, and implement a spectacular interview process to hire those you really want. Check it out here. All online, so you can apply it today, too.

Leave a Reply