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3 Ways to Cultivate a Culture of Success in Your Business
It’s no surprise that behind every successful business is an executive team and/or company owner who values and expresses that hiring top talent is a high priority. Despite this, teams often lack the processes and support systems that give the rest of their team the tools to accomplish such an in-depth and encompassing task.
Many of our clients express the need to get their hiring managers more involved in the process and to develop their skills and this is where the problem arises. Many companies spend a lot of time training managers and staff on all sorts of sales tactics, product and technical skills, but often forget to train on key fundamental business skills such as great employee selection and interviewing, which really serves as the building block for success in all businesses. More businesses should create processes and systems to reinforce their hiring manager’s abilities in these areas.
Oversight is Key
Setting appropriate expectations and follow-up by supervisors to ensure progression in a core business activity. It is critical these initiatives come from the top down, so executive level leadership needs to make this a priority.
- Make it a regular topic of conversation and provide supporting development of hiring managers to hone interview skills
- Hold managers and HR professionals accountable for their personal interviewing skill progression
- Incentivize HR teams to take a leadership role in this process by conducting regular training and follow up on hiring manager development
- Consider using a consulting firm to assist with this. When a company’s resources and time are stretched thin it can be hard to provide the correct level of support and reinforcement training needed to properly develop hiring managers
By making this a top down and lateral priority your hiring managers will get the message and get the support they need to develop their employee selection skills.
Structure Hiring to Create a Framework for Success
Many companies have some sort of system in place already but often times steps are skipped or discounted in the process. Executives and HR teams should be holding hiring managers accountable for following the structure in place. Without appropriate accountability you are sending a message to your team that says hiring the best isn’t that important, so keep doing what you are doing and hope for better results.
Provide Training Material
Give your team the resources they need to develop their skills. Utilize the numerous hiring books and consultants available to help you with this. Once you find a book or consultant don’t just send out the information and ask everyone to participate.
Create a structure to guide managers through the process. I use the see one, do one, teach one technique get a good hiring book have your entire executive, HR and Management team to read the book together one or two chapters per week then have everyone practice the technique and then teach it others. This is a great way to get started but what do you do once you have completed this training module? This is where disconnect occurs, there must be reinforcement training regularly. If hiring better people is a real priority you should have more advanced training sessions once a month if not at least every two months. Use this to focus on one particular aspect of the selection process don’t make these sessions to broad or lengthy since every ones attention is already stretched out over too many other priorities. Keep focused and get managers to share their positive and negative experiences using a particular technique in order to strengthen comprehension and buy in.
Make it a part of your culture and reinforce these values regularly. If you do these two things you will achieve results your competitors will envy.
What does you company do to reinforce the importance of good hiring practices?
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