This blog is dedicated to helping managers and employees succeed. Our mission is to help improve employee selection, engagement and retention.
John Bishop’s Core Beliefs:
- Hiring is the front door to your future success.
- We can’t stop turnover entirely, but you can slow it down significantly.
- Mission Statement + Hiring Statement (defines desired culture).
- Growth = Focus….Ownership….Constinuous Improvement
- AI is changing everything at speeds never seen before.
- Hiring can be your competitive advantage
Post you will find interesting:
- HR – Recognizing the HR Professionals
- Hiring Right: Avoiding the 7 Deadly Sins
- Question for Discussion
- Leadership vs. Politicians
- The Challenge of AI and Hiring Misinformation
- What is a Hiring Statement?
- Life Lessons on a Unicycle
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Hiring Manager Missteps
Hiring is the front door to your success. Hiring managers are your gatekeepers!
Are these hiring managers in your organization?
1. The “Salesman” – Makes their hiring decision in the first ten minutes and then spends the rest of the interview selling the candidate on the company and the job. Would you buy a $60,000 machine based on first impressions?
2. The “We Both Like the Same Things” – The manager and candidate find common ground – same school, hobby or sports team. The interview stops immediately, and the social discussion begins.
3. The “I’m a Good Judge of Character” – A manager’s ego gets in the way of a good hiring decision.
4. The “Talker” – This hiring manager has not heard about the power of listening, and overpowers the candidate by talking, talking, talking.
5. The “Not Prepared” – Manager starts the interview with “give me a few seconds to read your resume.”
6. The “I Need Someone – Now” – These managers are under a lot of pressure to “make their numbers.” They hire to solve a short-term problem. Unfortunately, their decisions can have long-term consequences. I.e., customer service issues, workers comp, quality problems, etc.
7. The “This Isn’t My First Rodeo” – This is the “that’s the way we have always done it” manager. This manager often ignores HR’s strategic hiring plans, discussions on employment trends, suggested interview questions, etc.
Are you one of these managers or are they in your company? Compare the seven managers listed above with a hiring pro.
The “Hiring Pro”
They view hiring as an opportunity to increase talent in their area. Like a successful coach, they are always learning and finding ways to do things better. The hiring pro has a clear vision for their department and they understand their group’s talent gaps. They work with HR to define what an “A” player would look like for the job opening. They are fully prepared for the interviews and clearly evaluate each candidate against the “A” player benchmark. Hiring pros know how to ask probing questions and follow questions to get more information. They know how to listen.
Hiring pros are focused and take full ownership of their hiring decision. The pros ask themselves: “How will I help this employee learn, grow and succeed – quickly.” They have a detailed on-boarding plan that includes one month, three month and six months expectations goals.
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HR – Recognizing the HR Professionals
When was the last time you appreciated everything HR does for your organization? Many people see HR solely as a hiring, training and pay and benefits function. Let’s call that the big three. They do those functions of course, but they are the focal point of a well-run organization. A partial of their duties beyond the big three would include:
- Employee engagement
- Managing the dynamics of a five generation workforce
- Supporting remote and hybrid workers
- Leadership development
- Succession planning
- Navigating the Artificial Intelligence revolution
- Handling union issues
- Addressing the lasting effects of the pandemic
- Hiring in a tough labor market
- Reducing turnover
- Managing legal issues
- Overseeing mergers and acquisitions
- Identifying and closing talent gaps
- Conflict resolution
- Understanding HR software programs
- Improving employee performance
- Managing organizational change (i.e. diversity, inclusion, well being)
- On-boarding new employees
- Developing and supervising reward and recognition programs
- Writing policy and dealing with infractions
In many ways the HR function is the day-to-day driver of the “bus.” They are tasked with putting the right people on the bus and ensuring the bus runs smoothly.. HR professionals should be recognized for the immense value they bring to the company. Let me suggest three ways to do that: appropriate compensation, enough people to do these numerous tasks, and ensuring HR reports directly to the CEO.
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Hiring Right: Avoiding the 7 Deadly Sins
Recruiting top talent is crucial in today’s competitive job market. HR professionals play a vital role in attracting and selecting the best fit for your company. Managers can help. Here are the seven pitfalls to avoid during the hiring process:
- First Impression Fiasco: Don’t let a handshake or liking the same sports team overshadow a candidate’s qualifications. Focus on a structured interview process that uncovers skills and experience.
- Cookie-Cutter Clone: Hire for talent and potential, not just someone who resembles the existing team. Diverse perspectives strengthen your company.
- Fear Factor: Don’t settle for a “B” player just to avoid a hiring delay. The cost of a bad hire is far greater than a patient search for the right person.
- Friendship Favoritism: Hiring a friend because of personal connections undermines trust and team morale. Maintain a fair and objective process.
- Monologue Madness: Interviews are a two-way street. Let candidates showcase their skills and ask questions. A talkative manager gathers less information.
- Speedy Selections: Rushing the hiring process can lead to costly mistakes. Take the time to thoroughly assess all qualified candidates.
- “Gut Feeling” Gamble: Intuition can be helpful, but it shouldn’t be the sole deciding factor. Base your decisions on concrete evidence and a well-defined selection process.
By avoiding these pitfalls, you can transform your hiring process from a vulnerability to a competitive advantage. Attract top talent, build a strong company culture, and achieve your business goals.
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Question for Discussion
Employees today are saying: “Validate me as a person or lose me as an employee.”
How are you validating your individual employees?
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Leadership vs. Politicians
Politicians are often not the best role models. Here are ten (10) management lessons I learned from watching politicians on TV and on social media.
- Tunnel vision – do not surround yourself with people who only think like you. Add diversity to broaden your scope.
- Likeability – you cannot always be the nicest person in the room.
- Decisions – do not let your ego get in the way of a good decision.
- Trust – if your team does not trust you, then you are just a bully.
- Followers – 20-30% of the people will follow anyone.
- Communications – talk is cheap – action pays the bills.
- Respect – it is earned over many years but can be lost in seconds.
- Leadership – lying and creating fear is not leadership. It is chaos.
- Courage – make the tough decisions even if it means losing some of your status.
- Integrity – stand up for what you believe. Be the role model you want your children to respect.
The world would be a better place if politicians, and company managers, remembered these leadership principles.
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The Challenge of AI and Hiring Misinformation
The rise of AI in recruitment brings both benefits and challenges.
The Problem:
- Candidates can inflate accomplishments and use multiple targeted keywords to trick HR software.
- Estimates suggest over 70% of resumes include misleading information.
- When candidates can’t perform the advertised tasks, they often turnover.
The Impact:
- Increased turnover when unqualified candidates are hired.
- Turnover costs can be 50-75% of an underperforming person’s annual salary or wage.
- Stress levels go up as team members pick up the duties of under-performing employees.
- Managers’ time is focused on fixing underperforming employee issues.
- Employees wonder why the problem took so long to resolve. Then, they start second guessing the manager on other issues.
Potential Solutions:
- Science-based assessments: These can provide an objective evaluation of a candidate’s skills and suitability for the role. Quality, 3rd party assessments with targeted interview questions will minimize costly errors. Goal: fit the job, the team, the manager and the culture. Save money by purchasing qualified assessments.
- Develop a Hiring Statement: A Hiring Statement is a short, positive, non-discriminating statement about the employee characteristics needed to fulfill your Mission Statement. It is both a benchmark and a constant reminder of the talent you need to succeed.
- Before any hiring decision, answer these five questions:
- Will this candidate add talent to the team?
- Will this candidate take ownership of the job?
- Will this candidate work well with the existing team?
- Will this candidate work well with my management style?
- If hired, what will I do to help this person learn, grow and succeed – quickly?
Overall:
AI can streamline recruiting, but it’s crucial to stay vigilant against misinformation. AI is changing society at a breath-taking pace. This is a good time to review what we have done in the past and evaluate the needs for the future.
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A Hiring Statement is a short, positive, non-discriminating statement about the employee characteristics needed to fulfill your Mission Statement. It is both a benchmark and a constant reminder of the talent you need to succeed.
Examples:
All employees: We want employees who are flexible, positive, team oriented and with a strong sense of urgency.
Delivery drivers: We want drivers who are positive, even-tempered, safety conscious and who will provide friendly customer service.
Manager: We want creative problem solvers who will take ownership of their job responsibilities and who strive to improve themselves and the company.
Salesperson: We want salespeople who are resourceful, self-starters and who will build meaningful, long-term relationships.
A clear, non-discriminating Hiring Statement will help you reach your Mission Statement goals. Additionally, it will improve your culture, employee engagement and retention.
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Life Lessons on a Unicycle
Ever try to ride a unicycle? Many people call it “terror on a stick,” and I agree. But it is also a great teacher of some valuable life lessons.
At sixty years old many of my friends thought I was out of my mind. In truth, after my first fall, I thought they might be right. Riding a unicycle is not easy at any age, but it reinforces one invaluable lesson – with a little determination and extra effort, you can do anything you out your mind to and are willing to put in the extra effort.
What I learn about life on a unicycle:
- Some of life’s lessons are painful, but keep trying.
- Determination helps you overcome your fears.
- You won’t go very far without balance in your life.
- Breathe naturally, even when you are afraid.
- Practice, practice, practice.
- Don’t be concerned about what others are thinking.
- On a unicycle you will always stand out in a crowd.
- You’re as old as you think you are.
- If you believe you can – you can.
- You can do anything you make your mind up to do.
I’m not professing that everyone should start riding a unicycle. I am suggesting that it is important to get out of your comfort zone and try something new. Some of life’s most important lessons do not come easy.
Ideas for Implementation
- What have you always wanted to do? Take singing lessons, hike the Appalachian Trail or take a college course? If it’s realistic; go for it. If not, modify your dream to fit your current situation.
- Develop a plan with a goal, action steps, and a timetable for completion.
- Find an accountability partner to help and share in your newfound excitement.
Good Luck! You are a WINNER!
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