HireBetter Blog

Charisma in the Workplace

April 10th, 2012 | by | employee relations, hirebetter, interviewing, talent

Apr
10

The Greeks thought that charisma, or “the gift of grace,” was a divine gift.  And when used in business, charisma can certainly help you advance your career.  Think of someone you classify as a “charismatic person” – they’re typically outgoing, personable, and they never meet a stranger.  Everyone wants to be a part of their circle.

So why is charisma so important in business? Olivia Fox Cabane, author of The Charisma Myth, says it is charisma that “makes people want to trust you and follow you…Employees of charismatic leaders experience greater work satisfaction, greater personal commitment, and exhibit higher productivity.”

Not just for bosses

But Cabane points out that charisma is not only important for leadership roles.  All employees can benefit from a healthy dose of charisma. It can often be the deciding factor in determining which ideas are heard in the workplace. Or it can help you when dealing with a particularly difficult co-worker. And everyone can agree that having charisma is beneficial when applying for a new job.  Cabane goes as far as to say that charismatic people are even “viewed as more attractive by their superiors.”

 

Charisma can be learned

So what’s a person to do who doesn’t have that charisma? Do you just hang up your hat and call it a day? Well, thankfully, for those of us with more introverted personalities, you’ll be glad to know that scientists have discovered that charisma is actually an acquired social skill; one that can be learned. Cabane points to Steve Jobs as a prime example. She suggests that with practice, anyone can learn to get into the right mindset and project the body language of a charismatic person.

Here at HireBetter, we frequently get feedback from Hiring Manager that charisma and personality, as well as skill set, played a role in your final hiring decisions.  That is why finding the best qualified candidate is just the first step for us. Using our process of behavioral interviewing, HireBetter is able to present you with candidates who are not just “qualified” for the job. We strive to present you with candidates who also have that “WOW” factor.  And that often comes from having an extra dose of charisma.

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What is Topgrading®?

March 5th, 2012 | by | hirebetter, hiring, human resources, interviewing, topgrading

Mar
05

In our previous post, we talked about behavioral interviewing and how it is a superior way to predict how your job candidates will actually perform inside of your company than traditional interviewing.  This week, we’re going to introduce you to a specific type of interviewing that we use here at HireBetter: Topgrading®.

Topgrading® basics 

Topgrading® was created by Brad Smart back in the 1970s while he was working on his Ph.D. studies.  He decided that many companies’ inability to consistently hire top performers was unacceptable, so he began to develop what would become the Topgrading® methodology.

Topgrading® is a method for hiring and promoting top performers.  It is an objective, thorough, and tested way to determine which candidates are most likely to become A Players.  At the center of the methodology is the Topgrading® interview.

 

A Topgrading® interview

A Topgrading® interview will probably look different from most other interviews you’ve seen before.  It is intense.  Very intense.  Lasting four hours and relying only on facts about your interviewee’s past behaviors, this interview cuts through to the core of your candidate.  Candidates can’t really prepare for a Topgrading® interview, because it is specifically designed to strip them down and make it impossible for them to fabricate a false image of themselves.  It helps you collect facts and use those to make your decision.

These interviews are Comprehensive, In-depth, and Structured.  By following this structure closely, we objectively create a picture of each candidate’s personality, motivations, and probability of success.

 

Why we Topgrade

HireBetter uses Topgrading® because it works.  Its history of success goes back decades.   While working with Jack Welch at GE, Brad Smart helped them hire and promote employees who ended up being high performers ninety percent of the time!  We have been using Topgrading® with our clients for years, and we can deliver this same kind of success to your company.  Contact HireBetter to learn more.

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The Three Huge Hiring Mistakes You Didn’t Know You Make

October 21st, 2011 | by | hirebetter, hiring, human resources, job descriptions, recruiting, talent

Oct
21

Every company can improve their hiring in some way.  And given how important successful hiring is, it’s scary to think that two-thirds of companies continue to make bad hires.  Here are three key hiring mistakes many companies make when hiring a new employee.  Are you making any of them?

 

Mistake number one: You pass off hiring duties to the wrong people       

You wouldn’t let an office manager design a factory or a chemist balance your budget.  You leave those jobs up to the experts.  But when it comes to hiring, many companies let just about anyone take charge of a hiring task. Building a great workforce is too important to leave in untrained hands, so make sure that only skilled talent experts run your search.

 

Mistake number two: You improperly define roles

The second big mistake is just as dangerous.  Maybe you are hiring good people, but the job just doesn’t match up with their skillset.  Or you’re settling because you can’t imagine what an ideal candidate even looks like.  If you can’t properly define a role and come up with an actionable plan to fill it, you’re doomed from the start.

 

Mistake number three:  You insufficiently assess the person you hire

When you make a hire, you’re not just bringing a collection of skills and experience onboard, you’re teaming up with a person.  Many companies get into trouble because they only look at easy to compare, conventional metrics and then hire the person who interviews the best.  You have to know how to thoroughly assess a candidate to get a good idea of who they truly are, and that’s not easy to do!  Very few know how to vet a candidate like that.

 

Bad hirers: There’s hope!

Luckily, these three mistakes are very curable.  HireBetter is committed to delivering the systems and expertise companies need to confidently make great hiring decisions.  We work with companies to define exactly what role they need to fill, determine what that ideal candidate looks like, and then deliver the very best candidates to you.  If you’re ready to start making great hires, contact us, and see how we can help you HireBetter.

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Defining The Role: What Does “Top Talent” Mean For You?

September 20th, 2011 | by | hiring, human resources, job descriptions, management, talent

Sep
20

Since you now know how you shouldn’t start your hiring process, how do you do it correctly?  Hiring a great employee deserves a coherent plan like any other aspect of business. After all, good employees will be with your company longer than most of your business endeavors.  You absolutely have to correctly define the role for which you’re hiring if you hope to get the right person for your company.

Where are you trying to go?

It’s much easier to get where you want to go if you have some idea where “there” is.  Don’t start at the beginning and try to piece together an ideal employee, instead, start in the future.  What do you want your new hire to accomplish in their first year?  In their first ninety days?  Start there and work back until you can pinpoint what type of person you need.

 

A collaborative process

Get “down in the trenches” and consult the people who will work with your new hire on a daily basis, especially their future direct superior.   Find out what qualities they seek in a coworker.  And determine what skills are really required for your new hire to attain success.

 

Build your map, and follow it

With the new information you now have, make a written sketch of what an ideal hire will look like. Only after you’ve considered what a successful hire would do should you craft a job description and start looking for candidates. That way, you’ll know when you’ve found the right person.

You can’t see the future, but you can have a good idea 

It’s impossible to know exactly what you’ll want/need a year from now, so realize that planning from the future is imperfect.  That being said, you have a much better shot at a great hire if you have an idea of what the right hire will entail.  Get started on the right foot and you’ll recruit the talent that will get you where you want to go.

 

Image used under Creative Commons from calsidyrose.

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Work it Out: What is an “Employee Wellness Program” Anyway?

August 31st, 2011 | by | employee relations, health, human resources, passive recruiting, recruiting, talent, uncategorized

Aug
31

Last week, we posted a blog about why your company needs a “second generation employee wellness program.”  You learned how strong wellness programs save money, increase employee productivity, and attract top talent to your organization.  But we may have left you wondering what these programs actually look like or how to implement them.  What in the world is a “second generation employee wellness program” anyway?

Life-changing poster?  No way

In all likelihood, you’ve seen a poster similar to this one in a break room at some point in your career.  Add to this a pamphlet or two and maybe a yearly speaker who’d tell you about how you should eat better, and you’ve got a traditional wellness program.  It used to be enough for companies to claim these simple actions represented their commitment to employee health.  Not anymore.

 

Here are a few concrete examples of effective “second generation” employee wellness programs:

  • Get in the gym – Provide an onsite workout facility for your employees or pay for a private gym membership.  This is one of “the basics,” but it almost isn’t enough anymore.  If you really want to get buy-in, pay your employees (with cash, benefits, vacation time…) to work out.
  • No more McDonald’s – If you already provide meals for your employees, make sure that they are healthy and delicious.  If you don’t, consider providing one or two healthy meals a week.  Or host a cooking class periodically that teaches your team how to make healthy meals at home.  If your employees know that you’re interested in their eating habits, they’ll be more mindful of what they eat.
  • Ditch the car – If it makes sense in your location, provide incentives for biking or walking to work.  Bicycle commuting is associated with happier, healthier, more productive employees, and it’s good for the environment too!  A company here in Austin actually had a fleet of bikes custom built for their employees.
  • Make it a game – Gamification is an excellent way to get employees engaged.  Set up contests where employees can compete by acting healthily.  Maybe give prizes for most days working out, or best healthy recipes, etc.  Gamification builds camaraderie and can encourage good health.
  • If you really want to take it to the next level, follow Google – Consider some of the things Google provides for its employees.  They have nap pods so that employees can grab quick powernaps throughout the day.  And like a handful of others, they have on-site masseuses to relieve physical and mental stress.  Both of these have shown to lead to health and productivity gains, so it might not be as crazy as it sounds.

 

The litmus test: would you do it?

At the end of the day, the most important aspect of any employee wellness program is buy-in.  So make sure you craft the kind of program that you’d like to take part in yourself.  Employee health is a worthwhile investment, so be sure to get it right.  Wellness programs keep your employees and your bottom line healthy.

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Breaking Up is Hard To Do: How To Let a Star Employee Leave

August 16th, 2011 | by | employee relations, hiring, networking, retention, social media

Aug
16

So you’ve lost one of your best employees to someone else.  She had only been with your company for a few years, but her work set the standard for your whole organization.  You’re not happy now, and understandably so, but it’s time to let go.  Instead of sending her off with a “good riddance” (and a “don’t let the door hit you on the way out!”), make sure that you leave on good terms, because happy former employees can help you more than you realize.


The employee boomerang effect

Sending former employees away with congratulations and well wishes helps them remember the best of your company.  It might even lead them right back through your door.  As much as 25% of recent job-movers will experience “acceptance remorse” and if you still have a good relationship, they may come running back to you.  Sometimes you have to see what else is out there before you truly value what you already have.  If you do decide to rehire someone though, keep in mind the unique challenges “prodigal employees” pose.

Friendship’s fringe benefits

And even if they don’t come back, a happy former-employee can still help you.  A good employee will have made a big personal investment in your company, so they probably still want you to succeed.  Ask them for recommendations for future hires.  Or, especially if they are moving to a new place, see if they will introduce you to contacts they have made while working for you that can help the company.  Just because they are leaving, it doesn’t mean that you have to lose their whole Rolodex!

Beware the backlash, too

If you’re unable to part with an employee in a good way, you run the risk of a serious backlash.  Your former employee is likely tell their networks about their dissatisfaction with your company and, even worse, grind their axe publicly on sites like Glassdoor.com .  Future interviewees scour the Internet for information on your company, and vocal former-employees throw up red flags right away.  You run the risk of losing job-prospects early in the process who come across unsavory reviews of your company before they’ve had the chance to make their own opinion.

Wish them luck, and mean it

Losing a star employee is bittersweet, but be sure to treat the exit delicately, and remember to keep up with former colleagues.  Send them off with a meaningful good luck, because you never know how your paths will cross again.

 

Image used under Creative Commons from jayantnandan.

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Hire to Win: Why Talent is your Best Investment

August 11th, 2011 | by | hiring, human resources, recruiting, talent

Aug
11

What is the #1 thing that separates good companies from great ones?  Innovative ideas?  Good communication?  Strategic partnerships?  Sure, all of those are important, but the single most important asset of a great company is superior talent.  So how do you get it?

 

How to find your game changer

Having exceptional talent is about hiring people with the very best skills, experience, and perspective and then making sure they are in the right place in your company.  It’s not just about picking the person with the best résumé and interview skills and dropping them into a role.  A great employee will impact your company for years to come, so don’t take hiring lightly.

 

To make a great hire you must:

  • First, clearly define the role
  • Research and build a pool of candidates who have the right skillset
  • Screen and narrow your leads down to a few top candidates
  • Thoroughly vet them to see who will perform best at your company
  • Make your hire and open the Champagne!  (Champagne optional)

 

HR, only the strong need apply

Sound difficult?  That’s because it is.  And considering that two thirds of employers made a “bad hire” in 2010, most people just don’t do it well.  But you don’t have to be a statistic.

Great talent is a competitive advantage in and of itself, so devote the time and resources that it takes to become an outstanding hiring manager.  Or hire an expert to help you along the way.

Whether you do it yourself or get outside help, the important thing to remember is that hiring matters.  Think of talent acquisition as an opportunity for excellence instead of a burden.  Do it well, and watch as you are surrounded by the people who will take your company to the next level.

 

Image used under Creative Commons from kevinthoule.

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Human Resources Vs. Recruiting

June 9th, 2008 | by | human resources, interviewing, recruiting

Jun
09

A topic we often have to go over when we talk with our smaller clients is one that warrants more attention. The common thought is that Recruiting falls under Human Resources as part of their domain. However, in our experience, Human Resources is ill-equipped to handle recruiting for a number of reasons:

1. Human Resources is typically focused on everything but revenue creation for a company. Recruiting, while a cost center, is critical to revenue creation for companies.

2. Human Resources tends to skew towards the softer side of human relationships. They’re the people that you go to for help with your maternity policy or if you’ve got a problem with an addiction. That “soft side” has absolutely no place in recruiting and, as we’ve stated before, clients who allow gut reactions to influence their hiring decisions are setting themselves up for failure most of the time.

3. Human Resources typically lacks strategic vision and drive. Recruiting not only requires strategic guidance, it often must craft strategic initiatives to meet the future needs of the company. If you’re in Human Resources and you disagree, we suggest you read this article before defending your “strategic stance”.

It’s been said that Dandelions share about 70% of the same DNA make-up as a Human Being. We feel that Human Resources and Recruiting are related in the same way and if you’re asking your Human Resources department to handle Recruiting you may not end up with the results you’re looking for.

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