The following blog was written on May 8th 2014 shortly after the NFL Draft. I’ve decided to reprint it with some new ideas and include an offer from Topgrading to help you improve your Hiring Batting Average.Read More
Strategic Discipline Blog
In Take No Short Cuts to Hiring we looked at the process of recruiting and interviewing candidates for a Chief Operating Officer for one of my customers using the Topgrading Process.Read More
Your business is growing. Your capacity and desire to manage the company is not only beyond your capacity it’s also something you don’t enjoy. You’re the rainmaker for your business, and you love selling and the relationship aspect of the business. The details don’t interest you. Better to leave these to your administration team.Read More
What do you use your Core Values for? How do you use them?Read More
I’m on vacation this week and decided to repost two blogs that I feel have a message that needs to be repeated. The following blog is from February 6th, 2014. People as noted in Jim Collins Good to Great are the #1 factor in business success. Making sure you are hiring the right people is critical to ensuring your business success. Rockefeller Habits best practices demand creating Core Values. How do you use those Core Values? If you’re not using them to develop questions to determine if you have the right candidates to fit your culture, you should consider developing them. Here’s an example from Zappos CEO Tony Hsieh on how to use Core Values as they do to discover whether potential employees are a good fit in their culture.
What’s the first question you need to determine about the people you consider hiring?
What I’ve written about Zappos Core Values before bears repeating. We’ll examine using Core Values in your hiring and selection process focusing on a specific value that Tony Hsieh, the CEO of Zappos is particularly fond of.
Attempting to find someone to fill a key position at your company after they’ve left is the worst time to do so.