Royal Hiring

royal hiringWith the euphoria brought on with the success of the Kansas City Royals the correlations abound between their journey and the hiring decisions they made to enable their success. Business leaders would be well served to compare the Royal Hiring with their hiring practices.

It’s really easy to assemble a bunch of stars or individuals who don’t care about anything but their own achievements; it’s a lot harder to assemble people who are willing to learn, willing to work with oroyal hiring_1thers, and willing to do whatever it takes to win. A highly functioning team is not only about talent, not only about organizational support, not only about leadership. Yet, it includes each of these things.

Find the right players
In baseball and business, success starts with assembling good people. There’s no way around this. If you don’t have the right people, you’re not going to succeed. Consider the Kansas City Royals, who hasn’t had a perennial All-Star player for decades, and has  had one winning season since the 80’s. They built success through creating their targets and used these for their template for identifying people and selecting players that met these criteria.

The challenge is not only to find good and great people, but to define who the right players are for your team. Just because someone performs well at one organization doesn’t mean they will in another place with another culture and approach. As longtime Baltimore Orioles manager Earl Weaver put it, “A manager’s job is simple. Just pick the 25 best players for what he wants done. For the Orioles, finding the right players meant finding players who could play a variety of positions in the field, which allowed him to employ a more situational, opportunistic style of baseball. It’s not the only style of baseball, but Weaver worked it on the way to a World Series championship with a decade’s worth of very competitive teams. Team player

Today’s baseball executives evaluate players and positions with much more sophistication with multiple views. They look for players who perform well in situations and environments that match their needs. You can do the same, if you’re looking for a lead developer who can work across multiple product managers and teams, you’re going to need someone who can consult, cajole, and sell as well as they can produce. The point is: Don’t go after a big bat if what you really need is someone who gets on base. Get real about what’s going to be needed to be successful in the role, and beware conventions and role names.

If you’ve ever tried to hire someone, you know how tempting it can be to use your gut: “Hey, she went to Princeton, so that must mean …” Unfortunately, this method is doomed to failure. Regrettably, there’s no supermetric version of a person’s career performance on LinkedIn.

How do you know if you are hiring the right people?
Research at Harvard supports the priority of matching people to roles based on critical aspects of fit – fit with the job, fit with the manager, fit with the team and fit with the organization. Conversely, the factors picked up by the traditional hiring process – an individual’s experience, educational qualifications, and credentials – have no bearing at all on future productivity or success. Establishing Job Fit by identifying and quantifying the critical success attributes of a role, allows organizations to increase the success rate of hiring and promoting future high performers by up to 300%.

team player3

So, what can you do to get beyond the traditional ways of evaluating talent? Do you have a clear hiring strategy? Have you identified the attributes you need to hire to help you reach your target?

National Screening Bureau helps organizations hire people with superior effectiveness because of dedicated teamwork and following sound processes resulting in successful hires. If you have any need or questions about hiring, please call myself or anyone on my team at 316.263.4400 or visit us online at www.natsb.com.

turkey blog

Write a Note.
Take the time to write a note to employees who you feel have stood out this year. List specific actions and achievements that those employees have accomplished and how they have made things better for someone else or the company in general. Also, take the time to express appreciation for any personal-related help in your note. If an employee has helped you out with a personal emergency or covered work for you while you were out, express your thankfulness for his or her help.

Throw a Thanksgiving Party
Company holiday parties are common but they are typically geared towards Christmas. Consider hosting a smaller Thanksgiving party. The purpose of this party is to show your employees you appreciate them so try to avoid making your employees responsible for cooking or bringing dishes. Consider cooking yourself or catering to emphasize the fact that the party is for the employees to show them that they are valued. Find some time to speak during the event and express your thanks and gratitude to your employees for their work this year.

Give your Employees a a Thanksgiving Treat
Employees always appreciate rewards and gifts, no matter how small. Think about presenting movie tickets or a Team Donation to a Non-Profit. Remember to share your branded, corporate merchandise like T-shirts and coffee mugs. But gifts don’t always need to be monetary.

Provide a New Training and Development Opportunity
External training and development sessions are a benefit to both the employee and the company. Most employees enjoy getting out of the office for a day and breaking up their normal routine to attend a training session. The employer benefits by the improved skills of its employees. Find a training session that you feel is appropriate and announce the opportunity to your employees around Thanksgiving.

From the Entire National Screening BureauTeam: Happy Thanksgiving!

Job Fit: The Advantage of the Right Person

Without job fit, how can employees ever experience happiness and success in their work? Everyone deserves the opportunity to work to achieve their full and highest potential.

What is Job Fit?                                    

It’s the degree of congruence between an individual’s strengths, needs, and wants in a particular job, and work environment. When interests align, the employee and the organization experience a good job fit. Based on identifying innate personality traits, abilities, and behaviors, assessing for job fit determines if a person CAN do a job, HOW they will do a job, and if they will ENJOY the position. Every individual is motivated and driven by different influences. Job fit outlines the unique job-related qualities that make a person productive.

job fitWhy You Should Establish Job Fit

Did you know that employees who are well matched to their jobs are 2.5 times more productive on the job? Studies show that proper job fit improves engagement and job satisfaction, resulting in increased productivity, while negative factors such as job-related stress, tension, workplace conflict, and costly employee turnover diminish.

Organizations with a philosophy of matching people to jobs have a competitive advantage over their competition. Having followed 360,000 people through their careers during a period of 20 years, a major study published by Harvard Business Review demonstrated that key ingredient in retaining people is ensuring that they are matched to their jobs in terms of their abilities, interests, and personalities.

The study found that when you put people in jobs where the demands of the job matched their own abilities, where the stimulation offered by the job matched their particular interests, and where the cultural demands of the position matched their personalities, staff turnover decreased dramatically, and productivity increased drReplicateastically.

NATSB specialists have over 20 years’ experience in working with organizations implement Job Fit into their hiring and retention practices with favorable results.
Want to learn more? Placing the right people in the right positions will make a positive impact within any organization. Right Fit is an advanced, state-of-the-art solution available for measuring human potential and predicting job performance. To learn more, contact National Screening Bureau: 877-263-4405 or will@natsb.com.
Will StrickerWill Stricker
Assessment Specialist

Excerpt from The Washington Post

The following is an excerpt from article by Jared Bernstein that appeared in the Washington Post on 1//27/2015

The Paths to Full Employment, Path 1: Fair-hiring practices for those with criminal records

One way to help these people get a fair shake in the job market is to “ban the box.”

ban-box

The “box” is a checkbox on job applications that asks about an applicant’s criminal record. Banning it does not — I repeat, does not — demand that background information be kept from employers; surely there are jobs and occupations where such information is relevant. But the idea behind “fair chance” hiring practices like ban-the-box is that applicants with criminal records should not be disadvantaged on the initial application.

In later stages, employers should of course be free to ask potential hires about their records and conduct background checks. But ban-the-box provisions move that activity to a later stage of the interview process, after employers have developed impressions of candidates from meeting them and learning about their qualifications and skills.

NELP recommends, and I agree, that the background check come late in the game, ideally after a conditional offer of employment (which, to be clear, is the way it’s often been in my own experience, even at the White House — the background check is a formality after the job offer).

It’s a simple ask. Say an employer looks at two initial applications and sees that box checked in one of them. Most of us would toss that application and pursue the other. The goal of banning the box is thus to “ensure that employers take into account other important factors when considering an applicant’s conviction history, including the age of the offense, the relationship of the individual’s record to the job duties and responsibilities, and evidence of rehabilitation.”

This fair-hiring work is relatively new, but the available data suggest the policies are helping. In Minneapolis, postponing the background check until after a conditional offer of employment “resulted in more than half of applicants with a conviction being hired.”

http://www.washingtonpost.com/posteverything/wp/2015/01/27/the-paths-to-full-employment-path-1-fair-hiring-practices-for-those-with-criminal-records/