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Dated: 02-27-2014
Select International’s consulting group has a saying when they approach a new project: “Begin with the end in mind.” It makes sense, having a goal or expected outcome so that you can calculate successes and meet or exceed expectations. The concept is simple really. So why do so many companies approach talent selection without the end in mind? What makes filling a position different than completing a project or other task with a set goal? The problem may be that the end is often viewed as simply a filled position. I suppose a new hire meets the criteria in its most basic form, but if an incumbent departs your company you are back to square one—posting the job, reviewing resumes, making phone screens, conducting interviews, etc. If your positions keep turning over, you are not beginning with the end in mind. Your goal should be to fill positions and keep those positions filled, so that you can focus your efforts on positions that are more difficulty to fill or other initiatives entirely.
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8
Dated: 02-27-2014
Susan, the administrative assistant resigned. Let’s find a replacement! We know who we need…someone like Susan!
What is wrong with this picture? Not considering a potential bias and maybe discriminatory decision making, it does sound like we need someone like her, because she did a good job. However, do you know what Susan actually did? Did she have an official job description which was reviewed on an annual basis? What are you going to write in the job advertisement to find the person you need?
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8
Dated: 02-27-2014
When candidates are looking for jobs, one of the elements they are drawn to and interested in learning about is the work environment—the values of the organization, the people, the types of work performed, and so forth. Essentially, they are looking to work in an organizational culture that fits with their values. On the other hand, organizations also want to find candidates who will fit in well with their organizational culture. But, how do you know if there is a good match? We often get asked whether we think it’s important to measure and whether we measure organizational culture in our assessments.
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