The New Year: “Recalculating”

When personal GPS navigation systems were first invented it was common for people to hear the statement “recalculating.” This happened when a person took a new direction to a desrecalculatingtination not programmed in the GPS. For example, if you didn’t want to wait for a traffic jam  to lear up, you would go down the nearest exit ramp and as you turned off the highway the female voice on the Garmin said, “Recalculating.” Ignoring the voice, because knowing where you’re going you make another turn and the Garmin says again, “Recalculating.” Again, another turn is met with another, “Recalculating.” This exchanging of turns are met with protests from the Garmin happens multiple times, until it actually says in its female voice, “There is a better way” and then stops talking. The Garmin gives you lip and then the silent treatment!

you-are-here (1)This story, comes to mind as we approach the New Year. The NEW YEAR! What happened to the OLD year? But, ready or not, here she comes… the New Year.

 Even though the past year may have flown by, the best part about the New Year is this: it is NEW… a new chance at a fresh start… a new opportunity to ask ourselves if we are set for the right destination…with the right people…in the right chairs… a new calendar to reshape the rhythms and habits of our organization and the people within. In short, this week, more than any other week in the entire year is a time for us to hear the statement, “Recalculating.” As we look back on the worst, better and best of the past year we are instinctively “recalculating”; redirecting our course; renewing our resolve. Why? Because mediocrity is the enemy of success. This is especially true in hiring. This is why, at a certain point in the next week the voice of success, whose voice should be directing us, will whisper within, “There is a better way.”

In what way will you better your organization this New Year? And, more importantly, what voice are you going to listen to as you “recalculate” your hiring and retention? Will it be the voice of ‘same ole-same ole’ or will it be the voice of quick, cheap and easy? Or will it be the voice of success, confidence and right? Let us show you the voice of successful hire and how to adjust your hiring to the “recalculations” so that this voice will say, “You found the better way.”


The Right Fit Hiring way.
Happy New Year!

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

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 StrickerWill Stricker
Assessment Specialist