Talent assessment tools: Initial benefits during the recruitment process
During the hiring process, employee talent assessments will help in screening candidates by measuring their competence based on the following characteristics:
• Attitude – willingness to do the job that is assigned to them
• Aptitude – ability and capacity to be competent in their position
• Integrity – honesty and loyalty when you’re not there
• Intelligence – common sense and the level of academic skills required to perform their job
• Intensity – their ability to focus
The applicant pool that applies to jobs at your company will have unique backgrounds – unemployed, relocating, changing scopes, better prospects etc.
But you must be careful of the ones who are unemployed. There are exceptions to why they are unemployed. But unless you have the time to conduct background checks, your best bet is to limit the candidate prospects to the ones who are already employed or self employed.
You will be looking for quality employees to select. But, these quality employees will NOT be the ones who expect higher pay scales; nor will they be the ones who feel less motivated as time goes by. Quality hires will be the ones who are focused – enough to have a vision of becoming owners in their own businesses. These are the ones who will need nurturing, and retaining over time. Because, simply stated, they are the ones who have the drive to succeed. You will need to extract value from this lot (the successful lot). Develop a future and a relationship that will consistently add value to your business.
So, how DO you go about recruiting new employees?
The answer is simple: referrals from your current employees. Offer a bonus incentive to anyone who recommends a good employee if you should hire them. They will almost always recommend equally good performers.
As for retaining top talent, remember, it is unlikely that you will keep them forever, but the contribution they add over the length of their tenure will be worth it.
Note: money has been proven to be last on the list of items that motivate employees to stay with a company. Respect and appreciation hold more weightage. A good employee will take pride in his work and be happy if they are recognized for their contribution to your company.
Salary
Never negotiate salary with employees. Asking candidates what they think would be a fair wage to be paid for the position which they are applying is the best way to go about it. If they fall in between the salary range set by your company, then all is good. If they ask for more than what you are willing to pay, then it would be better to just thank them and wish them good luck. This will be swift and efficient.
Demonstrated Leadership
To lead or to manage? What a silly question.
All this talk about human ‘capital’, and employees being the most important ‘asset’ of the company will hold no value until and unless they are lead from the front. Forget about managing people. People are not ‘managed’. A herd of sheep, perhaps. But not humans. They need leadership. Lead by example is a philosophy that proves to employees the value of team work. It is demonstrated first, then expected to be repeated across the organization. Share every little success with the team. Find a reason to celebrate. A recognition culture thrives on ‘pats at the back’ and ‘thank you notes’.
You never know who will be affected by the words that escape your mouth! Everyone in your organization will be impacted somehow, sometime. Let your employees know that they are contributing to the growth of your business; they are working together to build something, that their contribution is making a difference.
Measurable Results
Accountability! Hold your employees accountable – for both the good and the bad. Measure for productivity. Incompetence should not be tolerated. If it exists, a proper employee liaison framework must be in place to deal with all grievances. Letting go of an employee should always be the last resort. But it just might be the opportunity they have been waiting for: an opportunity for them to fit in and grow at a different, more compatible workplace.
And an opportunity for you to arrange for an ideal candidate more suited to your company’s business objectives.
Relationship
Relationship fostering with your employees depends on your ability to demonstrate the 3 communication keys religiously:
• Send a clear message: what you expect and a deadline;
• Check for understanding (Concurrence): the employee should be able to acknowledge what is expected, and when;
• Show respect: Always! A healthy, constructive, and efficient communication element is two-ways. You must show respect at all times. And expect the same behavior from your employees.
This removes all doubts. Employees will have a better handle on what needs to be done, in the time it is expected to be done. If there is confusion, the employees cannot be blamed for lack of communication from your management.
Do let them know that upon handing over of responsibilities, you have placed your trust in them.
A healthy workplace environment enables employees to mostly outperform. They meet their objectives, feel a part of the organization, own every task, and demonstrate behaviors that can well set new standards of employee engagement.