Whenever I speak with a business owner, one of their biggest challenges is finding and choosing the right people to hire.
I’ve written about a process called job benchmarking many many times. A job benchmark asks, if the job could talk, what type of person would fit the job the best? A benchmark quickly determines the behaviors, values, personal skills and task preferences required for superior performance.
Michigan State University conducted a study and found the customary job interview is a poor prediction of future performance. In fact the interview is 86% inaccurate in determining how a person will execute the position.
One reason is we’re human and bring our personal bias into the mix. The benchmark process makes it easy to remove common biases often associated with the hiring process.
Job benchmarking and assessments will strengthen your bench and enable you to hire “A” players the first time.
Today’s guest post is by Alex Ribas, President of TTI Success Insights Brazil.
End Game Business is a certified distributor of TTI Success Insights based in Scottsdale, AZ.
Photo courtesy of Flazingo Photos.
Finding The Right Person In The Wrong Place by Alex Ribas
The phrase “the right person in the right place” brings upon the following question: “Is there such a thing as a wrong person?”
When someone’s profile is analyzed through the lens of DISC, they are never wrong — the individual is always right.
What may be questioned is whether they are in the right or wrong place.
The right place is where there exists a high degree of fit between the person’s natural behavior and the job’s behavioral demands. The wrong place is a benchmarked position requiring specific behaviors and attributes that the individual does not possess.
It’s important to stress the idea of “degree of job fit” and to drop criteria that requires a perfect match between what the job asks for and what someone is able to offer. Expecting a perfect job-employee fit may cause nothing but frustration.
Some of the frustration will come from the difficulty in finding an individual with the exact profile demanded by the job.
A second source of frustration is finding a professional who matches the job profile with 100 percent certainty, but not taking into account their experience, maturity, knowledge, references, etc., because of an obsession with searching for the exact job fit.
No doubt, it’s desirous for many employers to expect a perfect match when analyzing an individual’s every potential, relevant variable against all that must be considered for a job benchmark.
Assessment tools are vital for finding someone who is more likely to succeed in a certain role. However, when an individual is not fit for a specific job, it does not mean they are wrong — it only means the talents they possess are not the ones required by the job.
It’s important to realize someone will always have the right, ideal DISC profile to become who they were born to be.
Love the last line… encouraging and scaffolding people to become more of who were born to be is one of the most fulfilling things in the world.
Scaffolding. I like that. I’m going to use it. 😉