Three guidelines for hiring the right person

Three guidelines for hiring the right person

It is not a secret that businesses exist to attain success and make profit. There is nothing new there: that is what every manager, entrepreneur and company want, they all have in common one main goal: they want to be successful. Most CEOs or human resources managers understand that there is only one way to get that done is by recruiting high quality and proficient employees. Jason Hanold has been recruiting top quality employees for diverse industries and has mentioned several times that the hiring process can be much more complex than people often think it actually is.

Regardless of the size of the organization, it is very common for companies, and mostly for small businesses, to fall into the trap of adding human resource to their payrolls without an established and effective hiring process —they end up believing that they have met someone who is the best fit for the job so they hire them without undergoing any kind of process, and that is when they get into trouble: hiring the wrong people creates a lot of disorder within organizations and, additionally, its solution is extremely expensive and time consuming.

Three guidelines for hiring the right personCourtesy of Andy Dayton at Flickr.com

In order to avoid as much as possible any possible firings or dealing with messy environments, it is highly advisable to establish a hiring process —whether within or outside the organization, carried out by professionals. Oftentimes companies focus on finding a good person, and it has proven to be true that this conception embodies an important flaw: there are plenty of good people who ultimately happen not to be the right fit. There are great people that would surely benefit a lot of organizations, however, some of them are not necessarily the right person for a given company. At this juncture, interviewing a candidate that at first might seem very dynamic and as a possible fit is not sufficient for the high risk and the critical aftermath potential a bad hiring can do, therefore, after assessing many experts on the topic there are some guidelines CEOs and human resources manager can follow should they feel that their hiring process imperfect.

First, it is of high importance that organizations come up with the definition of the cultural institution they want, or are trying, to create —adding a foreign human resource to a well-established organization or company will surely act as a disruptive factor within the institutional culture: they can either negatively affect the culture or, on the other hand, they can actually foster and nurture the culture that already exists. Organizational and institutional culture is one of the most important nuances in the corporate world, specifically, within effective organizations —the ones that in the middle of the current corporate dynamics are capable of achieving significant outcomes. Hiring someone whose profile does not match the company’s institutional and organizational culture stands as the main reason why most hires fail. Defining the company’s core values is crucial for determining the organizational culture and, subsequently, being able to identify whether a possible recruit will match such values and culture is what every company should strive to.

Second, after defining those core values whereby a company identifies itself, organizations should outline and the sketch the character of the people they are interested in attracting —define what attributes they are certainly looking for in future employees. Skills aside, character is the main tool employees will use to strive to adapt themselves to the cultural organization. Some values are more appreciated than others —most companies look for humble, honest, hungry and smart people whereas arrogance, dishonesty and laziness are always discarded. Knowing these aspects beforehand will depict the way a certain hire will perform within the company’s organizational culture down the road, hence the importance of defining what type of people, what type of character and values are the ones that match the most those core values, thus the company can outline in advance, or foresee, what type of skills will need to be improved, what type of changes will the company need to incur after hiring an employee.

Third, be clear on the job descriptions. Violating this concept, or this guideline for this matter, often results in discrepancies on (company’s and employee’s) expectations. Defining what are the basic job requirements is highly important before embarking on job interviews just based upon a slight idea and outline of what the position is about. Doing so will certainly affect in a negative way the company and the prospective employee and will surely undermine their chances of achieving success as there will be no way to measure whether they are performing according to what the company or the organization is expecting. Besides, it will be the employee the one who will have to carry the burden of not being clear on the job requirements.

NFL Retired Athletes who Made it as Actors

NFL Retired Athletes who Made it as Actors

Once the fame and glory of these athlete’s pro football career was over, they decided to turn to acting. For some, it worked out as a full-time gig, while for others it was just simple cameos that referenced their playing days. Here are some clear examples of players who fit into these categories. While some pro athletes become amazing entrepreneurs, as you can read more about on the Jason Hanold WordPress page, in this case, they made a career shift and made their previously founded fame work for them on the big and small screen.

Bubba Smith

Charles Aaron Smith, better known as Bubba Smith, was an American professional football player in the NFL with teams like the Baltimore Colts, Oakland Raiders and Houston Oilers from 1967 to 1976, as a defensive end. Due to the combination of being 6 foot and 7 inches-tall and weighing in at 265 lbs., he was extremely fast, earning him a spot in the College Football Hall of Fame in 1988. He later took on some comedic roles in movies, commercials and programs, including Miller Lite and one of his most well-known roles, Moses Hightower in the “Police Academy” movies. He later passed away in 2011 at the age of 66, but is still recognized for his work on and off the field.

Carl Weathers

NFL Retired Athletes who Made it as Actors

Courtesy of Lord Mariser at flickr.com

Although Carl Weathers is more well-known for his acting career, he actually started off playing for the Oakland Raiders and the B.C. Lions, where he played since 1970, until 1974. Despite his original career path, his true passion was always acting, which is why he decided to change his career and became well recognized for many of his movies. Some of the most recognized was his role as Apollo Creed in Rocky, Dillon in Predator and others where he actually played himself like the sitcom Arrested Development. He still continues to work as an actor today.

Ed Marinaro

Ed Marinaro is known both on and off the field. On the field, he was the runner-up for the Heisman Trophy in 1971. And off the field, he has portrayed a football player on the sitcom Blue Mountain State. He also had a recognized role on the series Hill Street Blues, as Officer Joe Coffey from 1981 to 1986. He played for a total of six seasons in the NFL, where he played for the Minnesota Vikings, New York Jets and the Seattle Seahawks.

O.J. Simpson

Orenthal James Simpson, although known for his professional football career is more remembered for his involvement in his ex-wife’s death, Nicole Brown-Simpson. Even though he was acquitted of the murders of her and her friend, Ronald Goldman, a civil court was awarded against Simpson for their wrongful deaths in 1997. His professional career, and life in the spotlight, began in 1968, when he won the Heisman Trophy. He played in the NFL as a running back for the Buffalo Bills and the San Francisco 49ers. He actually set a record in 1973 by running more than 2,000 yards in a single season. Along with this one, he holds several records like the single season yards-per-game average. His exceptional work on the field landed him a spot in the College Football Hall of Fame in 1983 and Pro Football Hall of Fame in 1985. He retired from football but did not leave the spotlight. He went on to work as an actor and broadcaster. His case has recently come back to light with the TV series, The People Vs. O.J. Simpson: American Crime Story, where he is played by Cuba Gooding Jr. As an actor, he himself made it to the screen in movies like The Naked Gun, The Towering Inferno, Capricorn One and others. He made the news once again in 2007, when he was put on trial again and convicted of armed robbery and kidnapping, among other felonies. He is still in prison waiting out his 33-year sentence, with a minimum of 9 years without parole.

Terry Bradshaw

This famous quarterback played in the NFL for 14 seasons and later went on to become a recognized actor. Bradshaw’s leadership was clear from the beginning in the Pittsburgh Steelers, always demonstrating his skills as a quarterback with a powerful arm. His appearance in four Super Bowls left behind 932 yards and 9 touchdowns, which were both records at the moment and until he retired. His acting career has taken him to the small and big screen with participation in movies like Failure to Launch, Malcolm in the Middle, and he even co-hosted Fox NFL Sunday.

Like these, there are many more athletes, not only in Football but other sports that are transitioning or have transitioned over to the entertainment business. It is common to see a famous athlete either doing a cameo or for more serious actors, taking on roles in TV sitcoms, series and even movies.

6 Useful tips for motivating your employees

The lack of motivation is one of the most common Human Resources issues. Most part of the times, if it’s not because of a communication problem, employees don’t do what you want them to do because they are not motivated enough. Productivity falls, their work is mediocre and you are always pushing them in all possible ways, but they don’t change. Nothing does. Then you have to threaten people about firing them… and we all know how desperate it sounds. How can things be different?

Well, let’s start by considering that just making a living is not exactly the best motivation for waking up every Monday morning before going to work. Better motivations are necessary; the problem is that most part of workers don’t have them at all (although they do have goals and hopes in life), and leaders usually don’t do much for inspiring their employees.

In this post you will find some useful tips for doing something wonderful for your employees, the best resource of your company, and, of course, for the company itself.

Read also: How to Retain Valuable Human Resources

1 . Talk to them about your future expectations

Plan the future of your company and talk to your employees about the expectations you have of their work in the future. It’s good to make them feel included, to make them feel part of something. If you want them to believe in the company for which they work, you must help them know where the company is going and what you expect of them. In times of crisis, encouraging workers with long-term plans is one of the biggest motivations.

Knowing that the company considers them for its future, knowing that they can move on within the organization, becomes an incentive for them to put all their effort and dedication. The sense of security and stability that this produces is one of the most direct ways to recognize their work.

2 . Reward them without causing a competition crisis

Create incentives that do not create competitions between them, but for promoting cooperation. Competence among employees brings so much pressure to the collective mood. Help them to enjoy their work and don’t give them another cause for procrastination. It is important not to promote individualism: reward them all if the goals are reached. Follow these strategies with your employees and you will see how your employees will be involved in your business as if it were their own.

Each company is different, what incentives could be yours, by the way?

3 . Contextualize the duties of its employees

Every human being wants to make a difference in the world and often we find workers who view their work as mechanical functions, just a requirement for getting paid. However, when a leader manages to contextualize the work of every worker and shows them how important it is, how he can make a difference in the world, the worker will start thinking differently about his functions. He won’t see his work as a requirement but as something useful to others.

“People generally work long hours doing the same monotonous task, so they don’t really appreciate what they’re doing,” says Jason Hanold, Founder, Chief Executive Officer, and Managing Partner of Hanold Associates LLC. “How can they give importance to the work performed? Once a leader makes their employee realize the importance of their work, the attitude changes, and so the results.”

people-coffee-tea-meeting_human resources_jason hanold_motivation

Image courtesy of startupstockphotos.com at Pexels.com

4. Know your people

Money is not an end in itself for your employees. Everyone is working there for a reason, and they have needs. Do you know everyone? Do you know what kind of problems they are getting through? Being aware of their resumes and their functions in the company is not knowing your employees. When was the last time you talked to any employee about anything not related to work? Do you know the goals and projects of life of its employees? Pay attention here.

You can also try to ask them about what they think about your company. Maybe they have ideas for improving the performance of the organization, but they never dare to mention them. They can write anonymous notes about what they think, for instance.

5. Invest in your employees

Training should not only be focused on the improvement of the production processes of your company. Provide your employees good tools to become better people every day. For example, if telework is the way your employees perform their tasks, teach them how to be more productive, how to deal with stress, how to avoid procrastination, etc. It helps a lot!

6 . Feedback

Provides constant positive feedback and recognize when work is well done, or when goals have been achieved. Remember that this recognition does not cost anything and it can mean a lot: it makes the employee feel that his efforts are meaningful.

What makes a perfect job interview?

For those who are looking for work or want to improve their current work situation, it is fundamental to dedicate some time to get ready for a meeting with recruiters.

It’s very common for candidates within a selection process to have a passive attitude and think that all the load in the interview must be carried by the recruiter, but it should not be so. Precisely, the thing which in a given situation can skew the decision of those responsible of the process in favor of a candidacy is having had an active attitude during the course of the interview.

This active attitude is not only determined by the concrete moment of the dialogue, on-site, during the interview, but by the previous ripening of those factors that can lead us to the optimal resolution of the situation. When it comes to recruiting we can indicate a series of behaviors that the candidate should have in mind before, during and after a job interview.

We will divide the process into several parts which will go from the preparation of the global aspects that can have a certain amount of influence when it comes to optimizing the result of the interview, up until the first contact with the recruiter. We will later explain the development of the interview.

  1. Preparation

  • Knowledge of their curriculum: The candidate must keep up to date, in his memory, every aspect of his personal and professional trajectory. This means that he must remember dates and should be able to give arguments in order to explain every aspect in his curriculum.
  • Means by which the candidate found out about the process of selection in a company: It’s not always the case that being informed of the possibility of entering a selection process happens through an online ad of a website, but sometimes the information reaches the candidate through friends, the Chamber of Commerce, work agencies and so on.
  • Analyzing the post that will be covered: The candidate should make an analysis of the ad if there is one, as well as the required profile to fill the post. This is, the characteristics, aptitudes, attitudes and so on that the chosen person should have. This way we will be able to have an idea of the viability of a candidacy.
  • Preparing a dossier: The candidate should prepare all the documentation that could be required from him by the company, such as a curriculum, copies of degrees and certificates, references from previous employers and so on.
  • Good questions about the post and the company should be prepared: The candidate should have several questions prepared, to ask the recruiter about features of the position and the company that are interesting to him, when it comes to making a decision about that particular job offer. This way, he will show a positive attitude and interest for the job and the work environment in which he will potentially develop.
A bizarre job interview_jason hanold_

Image courtesy of Quinn Dombrowski at Flickr.com

  1. Personal presentation

The person that attends a selection process must be very careful about the external image they convey.

  • They should be neat and discreet looking: It’s not convenient to wear very light colors, since any stain will be more visible.
  • Clothing should be adequate to the position you are opting for: The way of dressing should always be adequate according to the position, however it’s convenient to go as well-dressed as possible.
  • Don’t wear anything too flashy or controversial: The candidate should not wear any kind of cologne, or jewelry that is too flashy, among others, which can provoke an unconsciously negative attitude in the recruiter.
  • He should not only worry about what is seen, but of what is “smelled”: The final impression depends on every factor, which is why smells such as the ones given by alcohol or tobacco can truly damage a candidate’s image.
  1. Time of the appointment

  • The candidate should be there approximately five or 10 minutes before the appointment: It is not convenient to arrive with more than 10 minutes of anticipation, because a long waiting time can provoke nervousness in the candidate.
  • The candidate should never be late for an interview: It is not justifiable to show up to the appointment late. If we can foresee that this is going to happen, we should try to change the time or give notice of our tardiness with advance.
  • Don’t ask questions about the interview during the waiting time: The candidate should not ask about any aspect of the interview when talking to the rest of the candidates or the company staff during the waiting time. This can condition his attitude towards the interview or the interviewer.
  1. First moments

    This part refers to the moment in which the first contact between the candidate and the interviewer takes place, before the interview starts unfold.

  • Never take the lead: The direction of the interview is the interviewer’s job, hence the candidate should not acquire that role.
  • Shake hands firmly: The way you shake hands denotes vitality and attitude. The candidate should shake hands with the interviewer firmly, with not very little nor a lot of energy, and looking straight at his face.
  1. The interview

  • Listen actively: The candidate should pay attention to everything the interviewer says and he should ask for explanations or to repeat any questions that he may not have understood.
  • Let the interviewer finish the questions he’s asking: The candidate should not interrupt the interviewer or rush to answering until he doesn’t really know what it is that he wants to know.
  • Take the time to answer. The candidate should take the time he needs to give an answer, that way he will show that he’s a reflective person.
  • He should have valid arguments: The candidate should adequately argue everything that he states during the interview. Otherwise, he can convey sensations of insecurity or falseness.
  • Deal with the silences: The candidate should not be impatient and he should remain calm during silences. He must not forget that the interviewer is the one who directs the interview.
  • Use adequate expressions: The candidate should watch the expressions he uses and, above all, he should not use any expression that can belittle the capacity of the interviewer, such as “do you understand?”
  • Avoid bringing up personal issues: The candidate should avoid personal issues such as politics, affiliations, religion, private life and so on. If the interviewer asks questions that are too personal and the candidate prefers not to answer, it is not convenient to react aggressively. A simple apology and a statement that says you prefer not to answer should suffice.
  • Be critical and constructive: The candidate should always speak well of his previous companies, bosses and coworkers.
  • If the candidate has no professional experience, he should take advantage of his youth, vitality, and eagerness to work
  • Don’t be neutral during the interview: The candidate should prove to the interviewer that he is interested about the position by asking the questions that he has previously prepared regarding said position and the company.
  • Take care of the nonverbal communication: The candidate should make moderate gestures, leaning forward to give more strength and support to what he’s saying. Likewise, he should look at the interviewer in the face during the course of the interview.

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Read Jason Hanold’s “Why is organizational culture key to a successful business?