Ph: 404-320-7834

Are You Using LUCK or LOGIC?

We have all heard this story over and over again. “Our new hire had all the right experience, good references, and interviewed like a champ! But here it is, six weeks later, and he’s just not working out. We can’t ignore the fact that he’s simply wrong for the job, and we made yet another hiring mistake. Now, we have to start all over again!”

The Luck of the Draw

Does “The Luck of the draw” describe your hiring system? If your hiring system consists of finding warm bodies, or hiring the first person that applies, or hiring the one with the slickest resume, you are doomed to repeat the above scenario and your luck may be about to run out if you continue to select talent the way you always have, hoping that you will be luckier next time

Today with intangible assets accounting for much of a business’s market value, something has to change.

“Luck never made a man wise” (Seneca – Roman philosopher). What does make
one wise is to establish an integrated hiring system. Building such a system might appear to be a huge change for some organizations, however, this system can help you hire the right talent for the job, reduce costly hiring errors, grow your profits, and make your competition wonder how you got so lucky.

Print Email

What’s In Your Hiring System?

A totally integrated hiring system goes far beyond ads, recruiting, applications, background checks, etc. While these are basic components of most every organization’s hiring scheme, they are not enough to ensure that you will hire the best fit for the job, reduce turnover, or increase productivity. You know, like finding a four leaf clover with every hire.

So, which option would you select to remedy ineffective hiring practices?

1. Interview more people, faster!
2. Throw all your resources into recruiting!
3. Find and implement a more effective hiring system!

If you chose number three, you are on the right track. You are beginning to realize that continuing to hire as you always have will not move your business forward or reduce hiring costs. A new emphasis on identifying and retaining top talent is far overdue.

So, are you willing to invest in a new, logical approach? Or are you going to test your luck against the odds?

Thank you for reading this blog. For more information on better hiring practices, call 404.320.7834 or email Diane at This email address is being protected from spambots. You need JavaScript enabled to view it.

Print Email

Logical Strategies for Organizational Change

Many businesses are still practicing talent mismanagement through “fire, ready, aim” rather than “ready, aim, fire.” Although you might get lucky and this approach may work, implementing a more logical and effective process for selecting top talent is the key to your company’s future success.

One approach starts with a clear definition of the key jobs your company has to fill. You will have a much better chance of finding the right fit for a job if you first define the job, then hire the talent that matches the job. Yet, this concept is still too new for many businesses. Besides, is it possible to measure a job and then apply the same measurement to talent?

Yes! It is possible! And you can take advantage of a patented, time-tested approach that has proven to be beneficial for many companies in the typical, “unlucky” hiring situation. Performance Strategies’ benchmarking process will help you define jobs and identify matching talent with factual, unbiased measurements. It’s a matter of beginning your next hiring process by assessing the job first and quantifying its top three to five key accountabilities. The rest will be a guide for objectively assessing and hiring matching talent.

So why wait? Increase your “luck” in finding the right person for the job by adding this new, “logical” assessment methodology to your current hiring process to help prevent poor hires and the related drain on your business. Your investment in an effective talent selection process will undoubtedly be a valuable decision in the future success of your business!

Print Email

The Most Significant Capital Challenge for Businesses

Puzzle2 WebThe answer may surprise you…
If you were asked to name the most significant capital challenge for businesses today, you might answer:Dwindling market share

Reduced profits
Need to shrink overhead
Strategic workforce cuts
Surviving the downturn

The Society for Human Resource Management (SHRM) engaged the Hay Group to conduct an online survey covering 13 human capital issues. Findings cited are 6,024 global and national companies in over 32 different industries including Agriculture, Aerospace, Entertainment, Healthcare, Hospitality, Publishing, Retail, Wholesale and Utilities. Company grouping sizes were:

  • Small 100 – 1000 employees
  • Medium 1001 – 10,000 employees
  • Large 10,001 – 75,000 employees
  • Jumbo > 75,001 employees

Executives surveyed consisted of Human Resource (HR) and other executives such as CEOs, COOs, CFOs and CAOs.

Continue Reading

Print Email

The Early Bird...

You’ve heard the old saying, “The early bird gets the worm.” The newer version goes like this: “The early bird gets the worm, but the second mouse gets the cheese.” When it comes to hiring, earlier is better, particularly in our current hiring market.

If you want the “cream of the crop” for your company, give credence to another familiar term:

Hire Slow – Fire Fast. Now is the time to begin your hiring strategies and take the time to hire slow, and here’s why.

The country is flooded with good talent. Top talent that got caught up in the “lay off, let’s cut back, don’t spend anymore money than we have to” frenzy. It’s true that people are often out of jobs due to circumstances they created; but the worm has turned (pun intended) and lots of good talent got caught in the cross fire of today’s circumstances.

Continue Reading

Print Email

Some Challenges of Change

Resistance to change among top executives during a change may come because someone has his or her own agenda, it may be a fear of change, it may be due to a fear of loss such as the loss of one’s job, or of losing power.  Another challenge is the client’s experience with previous changes, particularly if the experience was a negative one. Resistance to change can be put into three general categories. These categories are technical, holding onto the status quo, especially if a lot of money is involved having reached that status quo and efforts to maintain it; political, the loss of power; and cultural, the desire to stick to current systems and procedures.

Continue Reading

Print Email

How Strong is Your Bench?

Will your business be ready the next time there is a crisis?

Being caught in a weak position when a crisis hits is something no one wants. The time to make sure your company will weather whatever the future holds is now. With careful, targeted recruitment and internal development, you can stack your bench with talented people who may have been out of reach just a few short years ago.
The time is now to look at positions that are the most difficult to fill or that have a high likelihood of becoming empty and assess your current leadership lineup to see who might fill these vulnerable slots. Start with the ones that have a deep impact on the business and would be the most difficult to do without. If losing someone would mean scrambling to find a replacement as soon as possible, there should be a highly qualified understudy in the wings.

Continue Reading

Print Email

Is There a Guarantee in Your Future?

 A couple of weeks ago, I attended a meeting of professional consultants. One discussion centered on a question a client might ask a consultant and that is, “Can you guarantee your work?” The consultant initiating this discussion stated that the reply always given is, “Can you guarantee that you’ll do everything I recommend you do?”  It’s unlikely that a client will do everything the consultant advises and even more unlikely that the client’s employees, including the executive team, will do everything the consultant or even the CEO advises. Given such circumstances, is a consultant foolish to offer money back or any level of guarantee?
In conducting some brief, non-scientific, research for this article, I found that consultants offer a variety of guarantees.

Read More

Continue Reading

Print Email