Leadership In The Work Place
Hiring Well Is A Skill
There is a saying in the movie business that “If you cast the right actor in the right role, the movie is half done.”
The same is true of the workplace….and also in any relationship, such as sports teams, group colleagues and even marriages. Match the right person with the right job, task or partner and the hard part is half over.
• Easy to manage
• Manages up
• Goes above and beyond
• Invested in career growth
• Entrepreneurial spirit
• Team Player
But these qualities are essentially not definable or specific and are often contradictory to each other. Social skills can mean gossipy; a team player may lack initiative; goal-oriented and entrepreneurial may mean self-interested and quick to quit. In short, there is no list that describes the kind of employee that is right for you, the person doing the hiring.
It is up to you to now the qualities that you want that work for you in the specific workplace you have. Besides, everyone talks a good game when they want to be hired.
There are only two ways to increase the likelihood of getting a good match for the position you want: Evaluation of the prospective employee and a professionally defined work sample.
A third way of attracting quality potential hires? Be the kind of entrepreneur or executive that has an outstanding workplace where employees feel valued and are happy – and then don’t ruin it by being a bad leader.
Evaluation And Measurement Of Employees
The hiring and retaining of key people is one of the most complicated features of good leadership. To make sure executives and entrepreneurs have the best information about the skills and abilities of their key employees and co-workers, psychological assessment is often called for.
The measurements used by Clinical Psychologists are far different and far more precise, informative and useful than the standard measurements most often employed by business professionals and other types of psychologists. There are literally thousands of assessment measures available to be used in determining staffing issues, promotion considerations and sales and management elevations.
The assessment process doesn’t need to be oppressive or outrageously expensive, but the money and time invested upfront in the measurement and hiring of new employees can result in great savings later on when compared to having to re-hire and re-train employees who haven’t worked out or who may have cost the company money or reputation by poor performance or disruptive customer interaction.
Such difficulties can be costly and time-consuming to overcome. Understanding and dealing with such issues before they become a problem is the best way to manage them.