Hiring an Employee Who Fits Your Company

Finding the game day mix of employees that your business needs can be a challenge. A few of the questions you might ask yourself are:

  • How can I tell if the applicant sitting across the table from me will work out?
  • What will I do if I hire the wrong person?
  • How will my other employees and my customers respond?

Here’s information you can use to not only understand what the job requires but also what the individual you are interviewing brings to the job. Even better, once you understand this, you will probably find other situations where you can use this information to help you understand the style of the person you are interacting with.

How can you tell if the applicant sitting across the table from you will work out?

First of all, see my blog post How People Buy to see the different styles we deal with every day. These are common around the world, regardless of the culture or language. The difference with a hiring or promotion situation is that you need to match the person’s style with the requirements of the position.

There are 2 hiring outcomes I often see that you can avoid if you pay attention to the syle.

  • On the one hand, I often remind employers that an applicant can pretend to be anything you need for 20 minutes (the average length of an interview). This means you have to ask questions that dig deep and you must pay close attention to their body language, especially their eyes.
  • On the other hand, if you only hire people you are comfortable with in an interview, you are only going to hire people just like you and that may not be what you need in the position. This means you need to take a look at the styles to identify the best characteristics for your position and then screen accordingly.

Quite frankly, both of these situations can lead to a failure that can be avoided if you pay attention to styles.

What will you do if you hire the wrong person?

It’s not the end of the world. By the time you reach the end of your rope, you have a significant investment of time and money in an employee. When the employee doesn’t match up with your expectations or fails to hit the benchmarks you’ve established, if it’s not due to changes in your business, then the chances are good that the employee can be coached to change attitudes and behaviors in order to generate the return on investment you have in them. It will take a matter of weeks, and the results will become visible to you shortly after we start working together because of the materials my coaching uses. It’s up to you as the manager or business owner to respond quickly to the situation.

How will your employees and your customers respond to your new hire?

Your employees and customers are crucial to your understanding of the performance of your new hire. They have expectations. They understand what they need your new employee to do for them, what the job requires from their perspectives. As the leader, you need to make sure these important people are heard from and understood and that this critical information gets to the new hire. Companies accomplish this through a process known as on-boarding. When we on-board a new employee or recent promotion, we listen to the stakeholders to understand their needs and expectations, then we bring the new hire together with the stakeholders for an open dialogue. Devoting a few hours to this process can save you months and significant dollars of training and re-training, reduce the stress among your stakeholders and the new hire, and get your new hire started on the right foot for your business. The best news? Your return on investment in your new hire begins sooner when you pay attention to your hiring practices.

For more information on how I can help you with this, I invite you to call me at 910-215-0077 or email me at sbarr@thebarrassociates.com. If you’ve got an employee that’s not working out, I can help.


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