Sun | Dec 16, 2018

Trevor E.S.Smith | Dream job, great talent. What went wrong?

Published:Sunday | December 2, 2018 | 12:00 AM
Trevor Smith
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A faithful user of our candidate selection solutions decided to bypass the process. The candidate came with impeccable credentials and an enviable track record. However, it soon became clear that this was not a good fit. When the decision was taken to terminate the employment, the individual seemed close to a heart attack. He had left secure employment that enabled him to take care of his responsibilities. What would he do now?

This is just one of many examples of the serious consequences that arise from hires that fail to work out as planned. Both the employer and employed pay a hefty price!

 

WHY BAD HIRES?

 

One of the main reasons for costly errors in offering and accepting employment is the issue of role fit. The candidate turns out to be a poor fit for this job in these circumstances. Alternatively, the individual finds that the environment is not what they expected.

 

MINDSET DIFFERENCES

 

There might be a disconnection based on mindset or operating philosophy. An executive might have developed a successful track record in a stable environment in which there was structure and support. They might be challenged to achieve a similar level of success in a role that requires them to put in the operating guidelines in a constantly changing environment. This job is not a good fit for that executive.

Too many hires are based on insufficient information. That includes the failure to ask the right questions (both sides) as well as the absence of behavioural diagnostics. I use Extended DISC on the revolutionary FinxS Platform to support more effective candidate screening. One advantage is that the system generates questions for further probing in interviews based on the applicant's behavioural profile.

This means that interviewers can get prompted to issues that might not manifest themselves until it is too late!

Another deal-breaker relates to the extent of control that is exercised by the leadership team. Some leaders like to micromanage and to exercise minute-by-minute control over activities.

We can already predict challenges for Don, whose behavioural profile indicates a desire to be left alone to achieve the required results in his way. Given that Don is also strong-willed and outspoken, predicting irreconcilable differences is not difficult.

Conducting interviews without the insight of customised, job-specific behavioural diagnostics is akin to driving blindfolded.

What you don't see in hiring is what you often get! "I didn't see that in the interview."

 

INADEQUATE SPECIFICATONS

 

There is a recurring situation in which a new system is bought, and HR is rushed to recruit and hire for the role. The care that is put into informing the purchase is missing from the recruitment exercise.

What are the skills and competencies required to effectively perform this job? What kind of attitude and behavioural preferences should we seek to hire?

Is risk avoidance a top priority, or is a sense of adventure and creativity a bonus?

Is the capacity to work in teams a critical consideration?

Given our culture, should we be concerned about how prospects send and receive information?

 

EMPLOYEE/SUPERVISOR CHALLENGES

 

- Who will the candidate report to?

- We know that employee-supervisor friction is one of the major reasons why potentially good hires quit their jobs.

Smart recruiters take into consideration the behavioural style of the individual to whom the recruit will report. Reporting relationships may change over time, but some blow up long before the organisation can benefit from the recruitment exercise.

 

SOLUTION - ROLE-FIT ANALYSIS

 

Arm HR with correct information and enough time so that they can go beyond job descriptions to prepare ideal job templates. Those job templates incorporate weighted behavioural competencies against which they match and compare each candidate. This is done for short-listed candidates prior to the interviews.

It is imperative that the results of the behavioural diagnostics are shared with the successful candidate and their direct supervisor. This facilitates effective communication from day one.

 

ACTION

 

Find out how FinxS Platform flat-fee licences from Extended DISC can add value to your recruitment, training, employee engagement surveys and 360 assessment initiatives, while saving money!

Learn more about the turnkey leader-coach certification programme here: https://leadercoach.successwithpeople.org/engage

- Trevor E. S. Smith and the Success with People Academy team prepare and certify leadership professionals and coach/mentors and develop engaged, high-performing teams. Hire smart with their recruitment solutions. Now enrolling coaches in the ICF/SHRM-accredited Certified Behavioural Coach programme. Email: info@successwithpeople.org.