- In today's video I'm going to talk about
hiring and selecting the right person for the right job.
Hello again, my name is Steven Goldberg
of Optimus Performance.
I'm a business trainer and coach.
And hiring and selecting employees is not an easy task.
It takes skill and it takes an understanding of
the process and how to do it well.
I know I've made a lot of mistakes in the past
and I've learned how to apply three essential elements
to make sure that hiring is done effectively.
The first thing is to hire for skill fit.
The second thing is to hire for company fit
and the third thing is to hire for job fit.
Now, when you can get all three of those together,
you have a winning combination and essentially
you're gonna be hiring a star performer.
Now before you even embark on the hiring process,
the first thing you want to do is write a job description.
Now you can consult my previous video and blog
and even download a job description template
and make sure that you're doing that well.
That's essential even for the job posting,
the marketing of the position,
you want to pull and write your copy from
a good job description.
Once you've marketed for the position and
you've gotten resumes, you want to short list those resumes
to select who you want to interview.
And that's where the job description itself
is very beneficial.
Now when we're talking about skill fit,
we want to hire people, obviously with the right skills,
knowledge, experience for the job,
and that's what the resume
is going to tell you, essentially.
Now of course, you want to verify that and
you'll do that through background checks,
references, and of course, also the interview as well.
So the skill fit is really looking at the history
of the person, their past, and determining
whether they have the skills fit for the job.
The next thing is the company fit.
Now this is more emotional.
This is where you want to see if the person's
gonna fit with the team, if he's gonna
work well with his boss.
So of course, his boss should be part of the interview
and the selection process and you want to see
overall if he fits the company.
And sometimes people have the right skills,
but they may come from, let's say,
a very large company and may not fit ideally
with a smaller company.
They may have been used to working with a lot of
procedures, a lot of structure,
and smaller companies tend not to have as much of that
so this is where the chemistry and the feeling,
will the person fit with us, is very important.
The third thing is the job fit.
Now job fit is done through the use of assessment.
Because when you're interviewing somebody
and looking at their resume,
you're only seeing what they present to you.
You're not really seeing below the surface.
That's often called the iceberg effect.
An iceberg, in the ocean, you only see 10% of it.
The huge part, 90% is under water.
You can't see that.
You need special equipment that detects it.
So it's the same way with a potential employee.
You want to go below the surface and see
deeper into that person.
Now you could use, obviously, events,
interviewing techniques, if you're skilled at that,
and of course, you want to be good at
the interview process and improve that,
but if you're not a professional interviewer
and doing it all the time and even professional interviewers
will make mistakes because we become very subjective
if we like the person, we rapidly make a decision.
So having an assessment tool will help you be
more objective and the tool that I prefer working with
that I have been working with my clients,
the Profile XP, is great because it not only
gives you a total person perspective,
their thinking style, their personality behavioral traits,
and their job interests, but it actually matches
that to a customized job profile so you can see
where the person fits and where they don't
in terms of, you know, one of those three areas,
thinking style, behavioral traits,
or occupational interests.
And that will help you to dig deeper into
a second interview and really find out
is this the right person for the job.
Studies show that if you apply all of
these things including a good assessment
that matches the person for the job,
then you have 75% greater chance of hiring a top performer.
So good luck in your hiring process.
Please subscribe to my blog and to my videos
and hope to see you again soon.
Thanks for listening.