Adapted from Harvard Business Review, May 2009
Hiring Top Executives:
A Comprehensive End-to-End Process
|
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POOR PRACTICES
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BEST PRACTICES
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IMPLEMENTATION CHALLENGES
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| Anticipate
The Need |
-Hiring only when you have an opening
-Having an ad hoc succession plan
-Overlooking the skills your organization will need in the future
-Indulging in irrational optimism about attrition, succession depth, and recruiting yields |
-Conducting ongoing, proactive analysis of future needs
-Continually evaluating the pool of potential talent
-Developing rigorous periodic forecasts of the company’s talent needs |
-Linking your talent plan to your strategic plan
-Incorporating input from HR professionals into the strategic-planning process |
| Specify
The Job |
-Relying on generic competency models
-Looking primarily for charisma, general ability, and track record |
-Defining the specific demands of the job
-Specifying which skills and experience are relevant
-Identifying the team the candidate will need to work with or recruit
-Considering how company culture and context affect the role |
-Ensuring a close dialogue between HR and top management
-Building up-front consensus among key decision makers about job requirements |
| Develop the Pool |
-Taking a scattershot, ad hoc approach to finding candidates
-Limiting the pool
-Looking for only external candidates or only internal candidates |
-Developing a large pool
-Including insiders, outsiders, inside-outsiders, and outside-insiders
-Considering people on the periphery of the organization (employees in remote offices, consultants, suppliers, customers)
-Tapping your networks and involving the right external partners
-Asking candidates’ peers for nominations |
-Transcending organizational silos
-Encouraging open discussion at the top about when and how to conduct external talent searches |
| Assess the candidates |
-Settling on the first adequate choice
-Looking endlessly for the perfect choice
-Going with your gut only
-Using the wrong interviewers
-Including too many unreliable filters and bureaucratic steps
-Employing unstructured or generic interviews
-Conducting inadequate (or no) reference checks |
-Using a small number of high-caliber, well-trained, properly motivated interviewers
-Employing rigorous behavioral event interviews
-Conducting detailed reference checks
-Including top stakeholders in candidate assessment |
-Educating and training senior line managers in interview techniques
-Ensuring the right level of involvement of both HR and the relevant line managers |
| Close the Deal |
-Assuming money is everything
-Showing too little commitment to the candidate’s success
-Discussing only the positives of the job
-Failing to involve C-level in discussions |
-Demonstrating active support for the candidate’s interests
-Describing the job realistically
-Involving the hiring manager personally, not just HR, in closing the deal
-Ensuring that compensation is fair to other employees
-Involving C-level for top positions |
-Ensuring commitment of top managers to closing the deal
-Ensuring compensation equity |
| Integrate the Newcomer |
-Assuming the new hire is “plug and play”
-Providing inadequate support and mentoring |
-Using veteran top performers as mentors
-Making sure the newcomer checks in regularly with boss, mentor, and HR, even when no problems have arisen |
-Providing adequate ramp-up time
-Rewarding mentors |
| Audit and Review |
-Hanging on to bad hires
-Failing to review hiring practices and institutionalize the best ones |
-Removing bad hires within the first year
-Regularly reviewing recruiting practices
-Identifying and rewarding excellent interviewers
-Holding all assessors accountable for the quality of their evaluations
rnuwky7ash |
-Institutionalizing audit and review
-Being willing to admit mistakes, learn, and move on |
Posted in Try This.
Tagged with Best Practices, Employment, Hiring Strategies, Job Placement, Job Search.
By Stephanie Klein
– June 18, 2009
Jane Porter of the Wall Street Journal wrote an interesting article that suggested more and more experienced job seekers were “dumbing down” their resumes to get a foot in the job interview door (“The New Resume: Dumb and Dumber”).
During a downturn, it’s common for professionals to seek positions below their qualification level, and Porter highlights examples of seriously experienced professionals who are removing educational credentials or job experience altogether, or massaging job titles and descriptions downward so the resume seems less intimidating.
When you need a job, you really need to figure out what will get you in front of the interviewer. While it is understandable job seekers will want to tamper the experience level for certain positions, this could be a trap for both you and the employer. It’s not going to work for you if you get a lower level job only to leave you bored or disgruntled after a few months. And for the employer, it is not a great scenario to hire someone who is overqualified for the position only to have them jump ship as soon as the job market loosens. I suggest the most successful tactic is to focus on the company you are approaching, the challenges it faces, and how you can help the firm achieve success. By clearly communicating your value proposition – verbally or in a cover letter – you’ll find work that is a better long-term fit.
Posted in Boomer Love Updates from Stephanie Klein.
Tagged with Experienced Workers, Job Search, Value Proposition.
By Stephanie Klein
– June 8, 2009
I was recently sitting with a good friend at lunch, and of course the conversation turned to Boomers and the job market. She asked me “what is going on?” and I proceeded to tell her that we had seen a remarkable shift in the last six months.
I pulled out the packets of sweeteners that were on our table: white sugar, brown sugar, Splenda, Equal and Sweet-n-Low. I shared with her that in the previous five years The Boomer Group had been in business, our business clients would call us and ask for an “experienced sweetener.” They weren’t specific about the brand or type of sweetener, but instead were focused general sweetening experience (also known as transferable skills). Today, no one is buying transferable skills; they want a proven, specific background and demonstrated success in a certain discipline or industry. Using the sweetener analogy, they want a packet that sweetens iced tea…not coffee, not lemonade, not hot tea, just iced tea.
What does this mean for the job seeker? It means that you have to know and be able to articulate the value of the particular set of ingredients (skills) that you bring to a particular business. Most companies are in a unique situation due to the shifting economy and greatly fear making a hiring mistake. Companies need employees who will be able to come in and provide fast, efficient, cost effective solutions.
I agree with my friend Gordon Miller who says that in this market your experience and education aren’t enough anymore. You need to be able to convey to an employer that you know how to take your experience and education and solve a problem that company is experiencing. If you can’t articulate and prove how you will make money, save money or improve a company’s operation, don’t bother applying. You must sell how your abilities will advance a particular company and move them forward. Moreover, proactively know which companies need your exact skills, and then market yourself in a confident, effective way. No doubt, you’ll be a sweet solution for that employer.
Posted in Boomer Love Updates from Stephanie Klein, Press Releases.
Tagged with Employment, Experienced Workers, Job Placement, Job Search, Value Proposition.
By Stephanie Klein
– June 4, 2009
ColoradoBiz Magazine ranks The Boomer Group, a specialty employment services firm that connects smart, fast and experienced baby boomers with Colorado companies, as one of Colorado’s Top 100 Woman-Owned Businesses in 2009. ColoradoBiz is a leading monthly publication dedicated in-depth coverage of the Colorado business community.
The Boomer Group was founded by Stephanie Klein, who today serves as president. In addition to this recent award, The Boomer Group has recently been featured on CBS 4, New York Times, Denver Business Journal and Denver Post for the firm’s innovative approach of connecting talented boomer workers with local companies, even during the down economy.
“I’m honored to receive this recognition from ColoradoBiz Magazine,” Klein said. “My Oprah ‘aha’ moment occurred many years ago when I realized boomers had a wealth of experience to offer companies for a premium. Local companies have agreed and continue to fuel growth and expansion for The Boomer Group in areas such as health care, telecommunications, finance and more.”
Klein leads a Boomer Group staff with 25 years of combined recruiting experience and more than 50 years of business consulting expertise. Klein is president of the board of directors of the Colorado Human Resource Association and a member of the Colorado Society of Human Resource Management. The Boomer Group, servicing all of Colorado, connects companies with smart, fast, and experienced workers for contract or long-term placement.
Posted in Press Releases.
Tagged with Best Practices, Organizational Goals.
By Stephanie Klein
– May 18, 2009
Finally, some good news. A steady stream of economic news this week is providing hope that the economic freefall we’ve all been feeling is slowing and some leading indicators, like the stock market, are actually moving up. In fact, Reuters is reporting that the pace of private-sector U.S. job losses slowed dramatically in April, while future planned layoffs also declined, and the hard-hit housing sector showed signs of improvement last week.
In further economic news, the total number of U.S. private-sector job losses were much less than expected in April, hitting its lowest level since November last year, according to a report by ADP Employer Services. And planned layoffs at U.S. firms fell for a third consecutive month in April, hitting their lowest level since last October.
From what I’m hearing in the field from employers of large health care, telecomm, and financial services firms in Denver, is that hiring will be handled with care, though. I recently penned a column that the Denver Post ran online. As the title suggests, “Flexible Staffing Offers Agility During Recovery,” I feel companies need to bring in smart, experienced and fast contract labor first (like our Boomer Group pool of sharp contractors), before going for full-time placements. This way, you can stay on top of critical customer service and surge project needs yet still closely manage the bottom line. Check out the column and let me know if you have any staffing questions or issues as your firm plans for recovery.
Boomer love, Stephanie.
Posted in Boomer Love Updates from Stephanie Klein.
Tagged with Contract Labor, Experienced Workers, Work Issues.
By Stephanie Klein
– May 8, 2009
Adapted from a great book called You’re Not the Person I Hired by Janet Boydell, Barry Deutsch and Brad Remillard, the following five behavioral-based interview questions are an excellent way to uncover relevant and impactful information. Whether you’re the hiring manager or a potential candidate, knowing how to ask and answer these questions is important.
- Give me an example of a situation in which you have demonstrated initiative?
- Give me an example of when you have executed a project or strategy from beginning to end?
- Tell me about your most successful accomplishment?
- One of the most critical success factors of (this job, our company this department) is ‘XX’; How would you describe your most comparable accomplishment?
- Given what you know about the scope of the job, how would you go about achieving improved results?
Posted in You Asked What?.
Tagged with Best Practices, Employment, Hiring Strategies, Job Placement.
By Stephanie Klein
– April 29, 2009
Recently in the Harvard Business Review, Christine Porath and Christine Pearson shared their findings after studying incivility for a decade. They found that common (and generally tolerated) antisocial behavior at work is far more toxic than managers imagine. They found that when employees are subject to antisocial behavior job satisfaction falls, and performance plummets. Some employees’ leave, but those who stay may take a bigger toll on the organization. As a senior vice president of a Fortune 50 firm told them, “They can and do sit in the boat without pulling the oars…and that may be worse than leaving.”
To understand the impact of incivility on performance, they polled several thousand managers and employees from a diverse range of U.S. companies about their responses to rudeness at work and learned that among those on the receiving end:
48% decreased their work effort
47% decreased their time at work
38% decreased their work quality
66% said their performance declined
80% lost work time worrying about the incident
63% lost time avoiding the offender
78% said their commitment to the organization declined
As companies slash workforces and depend on the staff left behind to do more, they can’t afford to let a few noxious employees corrode everyone else’s performance. Uncivil behavior should be penalized and repeat offenders cut loose.
Posted in Try This.
Tagged with Best Practices, Employment, Organizational Goals, Work Issues.
By Stephanie Klein
– April 20, 2009
We’re back! After a hiatus, we want to start sharing information and strategies in this update that we believe can assist boomers looking for work or companies looking for smart, fast and experienced talent.
This is one of the craziest job markets we’ve seen in a long time, but it also provides an opportunity for people seeking work – either as a bridge to full employment or as a way to stay engaged on a limited basis due to choice – and companies feeling extreme pressure to keep costs down but get quality work out the door.
I’m pleased to say we’re getting noticed. Michael Winerip, a New York Times writer who covers boomer matters, spent some time with some of our highly capable people and turned out a nice story last Sunday. Check it out. After a chat with Bruce Goldberg at the Denver Business Journal, Bruce mentioned us in his column. And the Denver Post ran a guest column where I’ve tried to lay out some of the benefits of hiring experienced contract staffers as a win-win for workers and firms.
Remember, if you are looking for work and fit our niche – experienced workers who can fill a spot without a lot a fuss – contact us for an interview and we’ll seek a spot for you. Our hourly wages far exceed the typical employment services firm. And if you are a company that doesn’t want to expand permanent staffing but needs smart help, let us know.
Boomer Love,
Stephanie
Posted in Boomer Love Updates from Stephanie Klein.
Tagged with Contract Labor, Employment, Experienced Workers, Work Issues.
By Stephanie Klein
– April 20, 2009
How do you attract the top talent to your company? The best people are already employed, and if you make them an offer they are likely to receive a strong counter-offer. Before you focus on compensation as the driving factor, consider the needs of the individual.
More than ever, people want to love (at least enjoy) what they do. If they are helping others, they will have a positive impact on your business and your clients, and will ultimately reach their business and personal goals.
In addition to being profitable, a company becomes a fun place to work because of the way they treat and reward their employees. The organizations that were acknowledged as the Best Companies to work for in
Colorado embraced innovation and enthusiasm, and their employees were aware of and shared in the company’s growth. Each company provides meaningful feedback in order to facilitate continuous learning.
What is often lost is the need for ongoing communication. Employees expect their bosses to be better and more knowledgeable than they are in all facets of their job, and they want information to be shared. They want to be challenged and mentored, and they want to earn the right to be allowed to make decisions. They expect frequent interaction with you and they need to be comfortable that you are approachable.
If you share the factors that you use to measure your success, good employees will help you get there.
At The Boomer Group, we provide candidates that are experienced, capable of making sound business decisions and will provide you with a faster return on your investment. If our model interests you, please contact us.
Posted in Boomer Love Updates from Stephanie Klein.
Tagged with Best Practices, Employment, Work Issues.
By Stephanie Klein
– November 10, 2008
Unfortunately, bad things can happen to good people and when you find yourself wanting or needing to find a new job, and after 15 to 30 years with the same employer, it can be a daunting task. Too often our resumes are more an autobiography, highlighting the companies we represented and the positions we held. We use adjectives such as adept, motivated, strong and innovative. Without a doubt, we have had successful careers, but have you ever had someone ask you, seriously or with humor, “That’s great, but what have you done for us lately?”
When you create that newest resume, make it very apparent exactly what you want your next opportunity to be. Then proceed to use all of that past experience to tell a prospective employer why you will make his/her operation more successful. Focus on how your past is going to make their future much brighter. How can you increase revenues, control costs or improve processes?
Yes, we are older, the economy is in turmoil and the force is not with us; but good companies will always need good people. Personally, I do not place much value in electronic job boards, job fairs or career employment offices to either find employees or employers. Many jobs never get posted anywhere, because a search firm, friend or other employee knows someone who would be perfect for that position. Increasing the size of your network will often introduce you to more opportunities.
The Boomer Group places great value in the businesses and individuals in our existing network and strive to add new members daily. Please contact us if we can be of assistance in filling an important position or helping you start your new career.
Posted in Try This, Uncategorized.
Tagged with Contract Labor, Employment, Hiring Strategies, Job Placement, Job Search.
By Stephanie Klein
– November 10, 2008
