FUNDAMENTAL OF HIRING

FUNDAMENTAL OF HIRING

A hiring decision cannot be termed as bad unless it is motivated by personal gain or favour. Let us assume that during the initial round of interviewing and hiring, the employees hired would have had some relevant skills that would have them considered to be long term employees.

What goes wrong is that the employees have not been guided and moulded to keep abreast with the current changing trends. As such the employees were not guided and given a chance to continue honing their skills, through well defined periodically scheduled training programs and the encouragement to participate. This would have the employees understand the need to change with time so as to adapt to the ever changing concepts of service, technology, cliental demands and aggressive competitors. The fast pace of advancement would have the skills brought in by the employees at the time of employment, turn out to be no longer relevant in the prevalent ever changing market scenario.

These poor skills would be a drag on the organization and while things may still get done, chances are they are not getting done as quickly as they could with someone who is well trained.

This in turn would equate to higher costs in business and less profit in the long run.


THE EVER SO IMPORTANT POINT IN HIRE IS TO BASE CHOICE/SELECTION ON SKILLS & ATTITUDE.

If we throw a bad attitude on top of the poor skills, things only get worse. Have we ever tried to train someone who has a bad attitude? It doesn't work. Even if they get some training, it typically won't stick because they'll find excuses not to change doing what they were doing.

If someone in an organization has poor skills, chances are that the other employees are spending a lot of their time fixing that person's mistakes. Eventually the other employees will not be able to catch all the mistakes their co-worker is making and some mistakes will be transferred on to the customers. This is true whether an employee lacking skills has a bad attitude or not.

If they also have a bad attitude, the other employees may just simply give up trying to cover for the employee that is incompetent because even if unvoiced, they would surely be hoping for the riddance of such an employee.
Ridding the organization of these employees will truly be an addition by subtraction. The remaining employees would be thankful in the long run.


GREAT SKILLS OR GREAT ATTITUDE

If an employee has a great attitude but poor skills, get that employee trained on the skills they need. With their great attitude they will most likely learn those required skills at a fast pace.

If an employee has a poor attitude but great skills, the job is to figure out why they have a poor attitude and get it corrected as quickly as possible. Few things are as infectious as attitude (whether it is a good or bad attitude).

If after some effort either their skills or attitude don't improve, then the employee should be removed from the organization. We won't be successful with each and every employee, but some employees would be worth the effort.


GREAT SKILLS & GREAT ATTITUDE

The best bet would be “Great Skill &Great Attitude” .Imagine how good an organization would be if it was filled with employees who have great skills and attitudes? There would be nothing that could not be accomplished.

The reason these employees would have great skills is because they are constantly learning. Their great attitude enables them to continue to look forward and work on things they can positively impact. They realize they can't do anything about what happened yesterday and that there's nothing they would not be able to accomplish tomorrow.

Thus the matter of prime importance is to identify these employees in the organization that are in this class and do everything that can be done to keep them in the organization making sure we continue to help them improve their skills, not forgetting to complement them on their dedication frequently so as to encourage them to maintain the same level of performance. This itself will serve as an example to the others and motivate them to perform.

A point to remember is this; just because an employee is in this category today, doesn't ensure that they will be there tomorrow. If they are surrounded by people with poor skills and bad attitudes, they will end up doing one of these two things:

a)          They will leave to find a place that has employees with great skills and great
              attitudes.

                OR

b)          They will begin to develop a bad attitude and let their skills slip so they
              come down to the level of their fellow employees.

                 
IN SUMMATION:

1. If an employee has the wrong skills and they have a bad attitude, we should get rid of
    them immediately.

2. If an employee has either great skills or a great attitude, then we should invest in
    improving the weak areas (i.e. the skills or the attitude).

3. If an employee has both the skills and the attitude, we should promote them as fast
    as we can and include them in as many things in the organization as we can. This is
    an employee we would want in the organization long term.

Darryl