January 2017

Want Less Stress? Eliminate Hiring Delays.

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No DelaysDelays are costly. Retailers without product on hand lose business. Manufacturers lacking enough materials can’t build what buyers need. Customer service teams without enough personnel fail to respond to customers quickly.

One of the worst kinds of delays is in hiring.

Hiring delays do tremendous harm. They cause anxiety. Every day a job remains open, the more work that falls to you. Adding to this workload is having to interview to fill that job. This adds to your stress. You have to balance your increased workload while ensuring you hire the right person. Because if you get it wrong, you’ll be back you started. However, the added work and pressure of choosing the right person makes matters even worse. Decisions made when we’re stressed out often don’t turn out well.

What can you do? You can eliminate hiring delays. While this won’t happen overnight, you can achieve this in a relatively short time. How? Start with these three steps:

  1. Fill that open job ASAP
    If you’re staring at an empty desk, it’s time to get it filled. Now. No matter what. Yes, I know you have many priorities. But until you get that job filled, you can’t permanently eliminate hiring delays. Make filling that job a daily priority. Carve out time every morning to work on hiring a quality person for that role. Don’t go it along. Ask for help from your departmental colleagues and HR staff, if available to you. Reach out to external resources, such as a staffing or recruitment firm.
  2. Build an inventory of talent
    It’s not if you’re going to need to hire, but when. So plan for the when. Line up at least one or two prospective future hires. Talented people are always open to laying the groundwork for their future.
  3. Maintain that inventory
    Stay in touch with your prospective hires. Cultivate additional people, as needed. A few minutes each day adds up to being able to hire who you need, when you need them.

Work comes with enough stress and anxiety without adding to it. That’s why you must eliminate hiring delays. Having enough people to help you do quality work will reduce your stress, possibly making some days virtually stress free.

Success Over Stress

 

Scott WintripWant Less Stress? Eliminate Hiring Delays.
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Your Hiring Process: A Trip Down the Red Carpet or an Episode of Survivor?

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Red Carpet?There’s no doubt that hiring qualified people is important. Having top-notch talent who do quality work will help your company reach its goals. Unfortunately, in an effort to get hiring right, some companies have made their selection process an obstacle course.

Take, for example, a prominent company in Seattle. It’s a great place to work. However, a less prominent employer in town, with whom they compete for employees, is winning the war for top talent. Is the lesser known company’s jobs and work environment better? No. They consistently rank slighter lower on Glassdoor.com.

Why is the lower-ranked company winning the war for top talent? It’s simple. It’s their process. They’ve created a fast and efficient red-carpet experience for candidates. Top talent are treated with exceptional care, and are whisked through an expedient selection process. This includes one phone interview followed by one face-to-face interview.

The more prominent company hires differently. A phone interview is followed by four separate visits for in-person interviews. As one candidate put it, “Interviewing with them is like being on the show ‘Survivor.’ They make you go through a ridiculous obstacle course to get to their jobs.”

Does this mean the prominent company is more rigorous in their selection process? No, not at all. In fact, when compared side by side, both companies maintain high standards. The lesser known employer is meeting these standards quickly and efficiently.

How can you turn your hiring process into a red carpet experience that attracts instead of repels top talent? Answering these questions will get you started:

  • How many steps are there in our selection process? Which steps can be condensed or eliminated without sacrificing quality?
  • What do we need to see, hear, and experience in an interview to know if someone is a fit or not? How can we do this more quickly and efficiently?

Speed and quality are not mutually exclusive. A fast and efficient selection process can be thorough and effective. Which is vitally important. Talented people have choices. Rolling out the red carpet makes them much more likely to choose you.

Scott WintripYour Hiring Process: A Trip Down the Red Carpet or an Episode of Survivor?
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The Emperor Has No Talent

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We’re just days into the year and some organizations are off-track. They’ve set goals, and they’re already behind. Why? Their “Emperors” have no talent.

The Emperors in this case are leaders in companies and organizations. They crafted brilliant plans for the New Year. Unfortunately, they forgot an important fact — you must have enough talented people to execute your plans to reach your goals.

Not having enough qualified people always undermines strategic goals. How many people are enough? Take a moment to answer these three questions:

  1. Are our goals the same, bigger, or smaller than last year?
  2. Has the quantity and quality of our talent pool improved, stayed the same, or decreased?
  3. Based upon the answers to the first two questions, what gaps exist between our goals and the people we have to reach them?

If, in answering these questions, you’re one of those Emperors who has no talent (or not enough of it) don’t fret. You’ve spotted the problem early. By taking immediate action to close the gap you’ve identified, you’re less likely to get sacked or, even worse, having people calling for you head.

Scott WintripThe Emperor Has No Talent
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Hiring With a Noble Purpose

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When you hire with a Noble Purpose, you gain power. The power to innovate, grow, succeed, and more. I had a recent dialogue with the creator of the “Noble Purpose” concept and strategy, author and consultant Lisa Earle McLeod. Here’s what she had to say on why it’s important to hire with a Noble Purpose.

Scott: First, let’s define Noble Purpose for those who’ve not yet read your two books on the topic. What is it? And why is it important for a leader to have a Noble Purpose for themselves and for their organization?

Lisa: A Noble Purpose is a clear and succinct statement about the impact your organization has on customers. It’s the jumping off point for a strategic initiative that includes every facet of your organization.

It’s not enough to say, “We want to be ethical, provide value and make money while we’re doing it.” That kind of milk toast messaging doesn’t provide direction for employees, nor does it create competitive differentiation. A Noble Purpose is specific and customer focused.

Some examples from our clients:

Flight Center – We care about delivering amazing travel experiences

Roche – We do now what patients need next

Hootsuite – WE empower our clients to turn messages into meaningful relationships.

Your Noble Purpose is the lynchpin for competitive differentiation and emotional engagement.  It defines who you are and what you stand for.  It’s a rallying cry for your team and the jumping off point for strategy, process improvement, and daily decision-making.

Scott: What’s the connection between leading with a Noble Purpose and effective hiring?

Lisa: When you have a Noble Purpose, you have a North Star for all of your decisions, and you have a common language you share inside your organization. Having clarity around this purpose, it becomes easier to see who and who is not a fit with your organization.

When you share your purpose with a prospective candidate, look closely at their reaction.  If they’re not excited about, or at least interested in, the impact you have on customers, they might not be a good fit.  You can teach skills, you can teach product knowledge, you can teach process.  You can’t teach motivation.  Sharing your noble purpose gives you a clear litmus test on cultural fit.  It puts a rationale behind  gut intuition of “something doesn’t fit.”

Scott: How can organizations be intentional with their Noble Purpose, leveraging it to elevate the caliber of talent they attract?

Lisa: If you have a Noble Purpose, you need to share widely. People who are emotionally engaged in their job will not look for another job.  People who are not engaged in their work and who are searching to be engaged are great potential candidates.  The clear thing purpose does for you is weed out people who are lethargic or who only want the paycheck. Your passion tells low performers, “this is not the place for you.”

The other piece of talent attraction is this: the people in your office. A recent study revealed that employees who derive meaning and significance from their work were more than three times as likely to stay with their organizations. They also encourage their friends and family to join the company as well. They become your ambassadors. Noble Purpose enables you to attract better people, and you’ll manage to keep the talented people you already have.

Scott: You know that I’m an advocate of fast and accurate hiring, which is the topic of my forthcoming book from McGraw-Hill. In the context of Noble Purpose, why is faster hiring important?

Lisa: The more you draw out the hiring process, the greater the cost to your organization, as you note in your book. Time spent with bad candidates is time not spent fulfilling an organization’s Noble Purpose. Noble Purpose provide a lens on hiring that makes the hiring process faster, and more accurate in the long term.

Scott: What’s one final piece of advice you’d like to share with our readers?

Lisa: You can’t spreadsheet your way to passion. If you want to accelerate revenue growth, enjoy your life more, and attract top talent, the secret is emotional engagement.

Financial incentives provide short-term results at best; long-term growth requires a motivated team who is excited about improving the lives of your customers. When I work with clients to define their Noble Purpose, we look at their value proposition, what makes them different, and basically, why anyone would care about their business.  People want to make money; they also want to make a difference.

Lisa Earle McLeod is a sales leadership expert and bestselling author. To learn more about her, her books, and her consultancy, visit her company’s website.

Scott WintripHiring With a Noble Purpose
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