It’s important to think about your hiring process and if you’ve assessed it recently. Too often we rely just on our gut. We interview a few people and then we all get together and say, “Did we like them and what does our gut say about them?”
As you think about hiring or how you get the right bulls into your herd, it’s important to step back from your overall approach and first and foremost ask, do I have a compelling reason for bulls to want to be in my herd?
Hiring new employees can be a difficult and arduous process, but it doesn’t have to be. Sometimes you need to expand your herd in order to help your company to continue to grow.
Last year, I was able to sit down and chat with Vinnie Fischer, of Total CEO Live, and discuss some of the ways you can find the right people for your company. Or, to speak more my language, where to find the right bulls for your herd.
The task of finding the “herd” that’s right for you and your company can often be an overwhelming task with so many unknowns. What if those in the your herd don’t mesh cohesively?
Last year, I had the pleasure of being a guest on the Play Your Position podcast with Mary Lou Kayser. During the show, I spoke a lot about the importance of finding your herd and thriving together.
Finding great talent is a challenge in and of itself. Your employees are the most important asset to your business. Leaning on (and trusting) your team to carry out the day-to-day aspects of running your business is what all business-owners strive to have.
Have you ever thought about the cost of a bad hire? It can be anywhere from 20-200% of the employee’s annual salary – that’s right – up to 200%.
There are multiple factors that contribute to this cost including recruiting, training, poor work product, team productivity loss and the list goes on. Take a look at the infographic below to get more details from ebi inc (https://recruitloop.com/blog/the-cost-of-a-bad-hire-infographic/).
You can avoid all of this by taking the time up front to ensure the hire will be a good fit for your company. Using assessments, considering culture fit and setting expectations will help you find the right bull for your herd.
If you have questions or would like to set up a plan for your next hire, email me at Dave@HelpingBulls.com or give me a call at 1-727-470-0877
How does your company hire new members of your herd? What do you ask them to ensure that they’re a great fit? Oftentimes when I ask these questions I hear, “Well, it’s more of a gut thing. If I’ll like working with them, that’s most of the battle. I can teach anyone anything.”
Maybe that’s true…But, what if it’s not? What is the down side to approaching hiring with such little rigor or intention?
The down side is disengaged employees who don’t perform like your best leaders. This drives down business results and can spread through the herd like an infection. Sounds bad, right?
It doesn’t have to be that way though. There are so many tools out there that can give you an objective read on whether or not this person is going to be a good fit – not only for your company, but for the specific role you are trying to fill. I have many clients who come to me and we use a tool to Assess their Herd, we discuss the challenges they are facing and ultimately some clients will move employees around because they recognize they’re not sitting in the right seat for the herd to win.
If you’re wondering whether each member of your herd is in the right seat, check out my Assess Your herd page. You can take the assessment for yourself or get a demo. Either way, we can talk about it afterwards – all for free.
If you’re just curious and want to speak to me directly, shoot me a note or give me a quick call. Dave@HelpingBulls.com or 727-470-0877
This weekend, many graduates will complete their education and look towards their future careers. If you’re on the receiving end of one of these bright-eyed graduates joining your herd, you may be unsure of how to set them up for success. After all, we hear all the time about how different millennials are, not only in their expectations, but in their communication style. Good news: it’s really simpler than it seems. At the end of the day, there are three key ways that your herd can set these new graduates up for success.
First, Give them Context.
You have to remember that they know nothing about your business. So, the questions they ask and the comments they make are coming from a place of curiosity and eagerness to learn. To get ahead of these questions, take the time in the first two weeks to walk them through the history of your company and the rationale behind the big decisions that have gotten you to where you are today. They will appreciate feeling like they are “in the know” and it will save you both time in the long run because they won’t be repeating the mistakes that your herd has already learned from.
Second, Show them their Network.
Peers are the highest influencer that this generation has. They grew up in a culture where they could get opinions or information from millions of people with the click of a button. Don’t let the four walls of your building discourage these new hires from building that network to help them grow in your company. Guide them to internal stakeholders that will be key in their development. Encourage them to look externally for perspective and mentorship. This network that you help them build will ultimately increase their engagement and bring in fresh new ideas for the business.
Third, Check In – Often.
Another side effect of the digital age is that these millennials expect constant feedback and/or recognition. Rather than pushing back on that, embrace it. This is an opportunity for you to help them become the type of employee that you want them to be. Thirty-, 60-, and 90-day check-ins are a good foundation but even weekly 1-on-1’s can are valuable as you can help them with projects in real time. After about six months, they should start to feel more comfortable and you can check in less often. But, quarterly development conversations should still continue.
If you commit to doing these three tips in the beginning, you’ll set yourself and your new hire up for success. If you’ve got more questions or want to hear my perspective about a specific situation, feel free to set up some time with me on my Strengthen Your Herd page.
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