Seize chance to hire smart in today

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Many of the work force reductionsa have occurred in large public companies and big professionapl service organizations that typically enjoy a competitivre hiring advantage because of the attraction of larger companiese with aggressivecompensation programs. But now the tide has Organizations of all sizeds have a unique opportunity to reassess their teamsa and identify positionsto upgrade. In doiny so, however, there is risk that leadershipl might be unduly biased by qualifications and experience and therefore fail to hire So what do we meanbe “hirinvg smart”?
• Assess the team and build internal Conduct an accurate assessment of the entire team and determinwe the organization’s needs and wherwe improvements can be made. Once that is done, leadership must aligj the organization in support of the A key factor is to adopt a plan to effectively communicate the results of the assessmeng and the hiring strategy toall constituents. • Hire smart One of the curious fallouts of the current recession is that highly smart people who have previously been heavilyh recruited by major employers are in the market lookingtfor jobs. In many of the layoffs, job performance and intellec werenot issues.
They have been victims of circumstanced and poormanagement decisions. As a result, capable people are available. The challenge is to ensurs that they are notonly well-educater and intellectually competent, but also enthusiastic aboutr their profession and their job opportunity. In the recruitinhg process, probe these issues and be satisfiedx that the candidate does not manifest resentmenft and distrust because of his orher experience, but ratheer exuberance and a sense of challenge and opportunity. • Hire from When looking to hire, it is criticalo to determine whether the candidate is aligned withthe company’es mission and core values.
So long as the organization’ws culture is well articulated and clearly there is no excuse for making a bad hire becauss ofcultural mismatch. Experience suggests that people who aligb withtheir employer’s culturse but disappoint in terms of job performance can be trainexd and developed to improve job They often grow into long-tenured, loyal employees and guardians of the company’s culture. On the othe r hand, high-performing employees who do not “get and operate inconsistent with the culture of the organizatio n rarely evolve to embracwethe culture. These employees typically have a cancerous effect on the peoplsearound them.
Avoid such hiree regardless of how good they appearto be. Hire with financial responsibility: Businesxs leaders today are compelled to operates conservatively in all aspects oftheifr business. In the process of attracting new talent, it is importangt to remain committed to fiscal even when presented with the opportunityy to attract the best and Many businesses strayed from this disciplined approach over the past decade and pushed compensation tounsustainable levels. The impactt of those decisions has resulted in a materialp imbalance between compensation models and value This has resulted in significant salary reductions andhiring freezes.
As hiring opportunitied present themselves, business leaders must guard againstg repeatingsuch mistakes. Customers are sensitive to pricing structures, and are lookingf for management to contribute value and not merely pass through excessivwe cost in the form ofhigherd prices. With a performance-based compensation structure that balances customerd interests with those of theinterna team, everyone has a chancr to win. In many respects, we are in unchartef waters when it comes to the availabletalenyt pool, its mobility and the opportunitieds this presents to companies.
The number of very talented businesws executives, investment bankers, lawyers, architects and engineerws that are availableis staggering. Well-managex companies that are succeeding in this environment have the opportunit y to capitalize on this uniqued setof circumstances. Determine your need even if they are not readilyh apparent by reassessing your entire Find the best andbrightes — those who connectg with your culture — and be disciplined in your approach to Proceed wisely and carefully and you absolutely can hire smart in today’ds environment.