Category Archives: Bobby Herrera

How do you find winners in a competitive marketplace?

At last week’s CEOtoCEO Breakfast speaker Bobby Herrera, President of the Populace Group, shared that one of the things that companies with great cultures do is select and hire the best people.  The following are some tips and tools I put together for you to help improveHiring Stars your employee selection process.

Know what you are looking for.

Many companies use job descriptions (if they use anything) to guide their hiring process. However, most job descriptions do not make a good tool for hiring because they only describe duties and responsibilities.

Instead, using a job profile that identifies the specific results you want to achieve for that position. A good job profile includes:

Performance expectations Know exactly what you expect the person to accomplish. Identify the specific results to be achieved in the first year, and use this list of performance expectations as part of the candidate evaluation process.

Success patterns and attributes Determine if the candidate’s values and style mesh with the culture of your company.  Make a list of the behavior patterns of the most successful people in your company.  Ask questions that determine whether or not a job candidate has the attributes you identified for success in your company.

Use job interview questions that elicit specific performance-related behaviors not useless opinions.

In our workshop, participants learn how to use the S.A.R.G.E. technique to uncover the information you need to predict success on the job and make the best hiring decision every time.  Clients report that using the S.A.R.G.E. technique to develop better interview questions has increased their predictive accuracy of hiring the right person from 40% to 80%.  Past behavior is the best predictor of future performance.

Consider the unconventional when interviewing an employee.

The more you can set a scenario that a potential employee will not expect or could find to be an unusual method of interviewing, the better.  It will give you a chance to see what that person is really capable of, as a person:

Make sure the candidate talks 75 percent of the time.  When asked what are some of the mistakes we make in hiring, a common answer of our clients is that we spend too much interview talking about our company and the position rather than listening and evaluating the candidate.

Emphasize telephone interviewing After our workshop Valley Electric put more focus on telephone interviewing.  This allowed the company to select only the best candidates for personal interviews saving time and money.

Outline a problem you are currently working on – Ask the candidate how they would solve it. Hearing their thought process is of more value than the answer you actually get.

Walk the candidate through your business – See how they react. What kinds of questions do they ask? How curious are they? How do they interact with others?

How would I feel if this person went to work for my competition? – 10  15 minutes into the interview ask yourself this question. Jeff McNaughton, of McNaughton Associates in Bellevue was undecided which of two candidates he should hire for his firm.  Using this question in the second interview made choosing the right candidate for the job easy.

Have the candidate send you and email describing the job This is a great idea for two reasons.  First you can determine if you and the candidate are on the same page regarding the job responsibilities and expectations.  Second Strong writing skills are a must in today€™s world of electronic business communications.

Millennials…One Thing They Want More of in Their Culture

Manage Key Showing Leadership Management And SupervisionThere is a lot of talk about what Millennials want and don’t want in the workplace. While there might be a lot of aspects people don’t agree on, one that Harvard Business Review found most do agree on is the need for FEEDBACK and COACHING in the workplace.

In a recent article, “Millennials want to be Coached at Work,” Millennials shared what they appreciate and found valuable as part of the culture of the organization. They crave — and respond to — a good, positive coach, who can make all the difference in their success. They conducted a survey of 1400 Millennials and they told them they wanted more feedback…not less…from their managers. In fact, they want it 50% more of the time than other employees. However, only 46% thought they got enough feedback from their managers.

There was a great quote that summed up how most Millennials felt about feedback and coaching…

“I would like to move ahead in my career. And to do that, it’s very important to be in touch with my manager, constantly getting coaching and feedback from him so that I can be more efficient and proficient.”

There were 3 things that they told Harvard they wanted from a manager…

  1. Inspire me…Most Millennials like to work for causes and people rather than companies and institutions. As such, they want to have managers inspire them with their leadership and motivation. They clearly have demonstrated more of a need for praise than most other generations. In their analysis, there were four traits of inspiring leaders…
    1. Providing a Vision
    2. Enhancing Relationships
    3. Driving Results
    4. Serving as a principle role model
  2. Surround me with Great People…the audience of Millennials constantly told them, “Help me up my game by working with people who are talented and better than I am (now).” The job of a manager is to coach a new person while they are most fragile, rather than fostering a sink-or-swim environment. Putting them in groups and surrounding them with people that are better than themselves is a positive in their opinion. They see it as a way to grow rather than a super competitive environment.
  3. Be Authentic…they want to hear about both the successes and failures of their managers so they know they are real and authentic. The best coaches and managers are the ones that aren’t intimidated by their past defeats but can use them to help their team grow. Millennials love this approach and want managers who are willing to share this without intimidation or insecurity.

When managers and coaches use these techniques they find far more engagement and loyalty from their Millennial employees. Find a team of managers that can deliver these elements in their style and establish a culture of inspiration and motivation and you will win them over.