If The Job Could Talk.
written by: Arty Coppes
If the job could talk, it would tell us exactly what and who was needed and why we might be putting the wrong people in it!
Anyone involved in hiring or creating teams has to deal with their own biases around the job; the person who performed the job (maybe poorly) before; or simply hiring people because they like them.
We tend to gravitate towards people who share our approaches and 'come across' like us. It is much harder to hire people who might be complete opposites of us.
When you think about healthy team structures, this may not always be the best approach. In 'building a wining team' Plotkin (1. Plotkin H. Building a Winning Team. Los Angels;Griffin Publishers, 1997.) points out that more than 90 % of all hiring decisions are made after an interview., which in itself is only 14 % accurate in predicting performance. So a very real chance of high turn over.
Using more neutral tools, you might be able to come to an understanding of where the strengths and challenges already are in your team and for a well rounded team, which person might be the best behavioral profile to add to the team.
Looking at this particular team as a whole, it is possible to plot everyone in the same visual, so you get a very quick snapshot about the team. The fact that all these team members are located towards the left side of the wheel, tells me that it is a very insightful team, with a lot of questions and considerations. They may take too much time moving forward though, looking for buy in. There is also virtually no representation of individuals who are more risk takers , big picture thinkers and action takers.
The good news is that there is a more objective methodology to select candidates who display the necessary behavior and motivation that is closest to the job and team member you are interviewing for.
Using a assessment tool (DISC) in addition to your due diligence of CV, checking references and interview will give you additional decision points. In the four segments of the DISC, you will get insight how your candidate deals with problems and challenges, how they interact with people, how they like the pace of work and how they deal with procedures and structure. A second level more intense tool (DISC & PIAV) will give you additional information on what drives the candidate in terms of motivation.
Getting the right person in the job becomes doubly important when you consider the investment as well as the impact it will have on a smaller team and more intimate organization. How much is it worth to you to get the right person in the right job as a team member in the first place?Arty CoppesCoppes Coaching & Consultingcoppesconsulting.com604-2099070