Selecting the Right Person for your Company

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Recruiting is the second most important job function of an effective manager. Believe it! While there are multiple steps in successful recruiting one stage that is missed most often is defining the type of candidate you want. In addition to a functional Job Description, a key component that is required is understanding the type of candidate or the personality profile that is required for the position or business. Recruiting is an ongoing process that needs to be part of the monthly activity of every manager.

Before we get to the personality profile the beginning step is the dreaded job description. This can be a simple document that defines precisely the job functions or tasks required to perform the position, the specific skills required, the experience necessary for success and the defined personality traits. It is important that you define the top five- (5) characteristics that are keys for success.

The next two steps for effective recruiting are easy, first, develop the necessary skills in interviewing, with everyone responsible or involved in recruiting within your company. Second, follow a defined process during the recruiting process. This is a critical phase, each candidate must go through each step, i.e. three different interviews, meet three employees, a lunch meeting, each interviewer must have the distinct questions to ask, a scorecard on each candidate must be completed after each interview, references checked and a personality profile taken.

Choosing the right recruiting firm that truly understands your needs and spends the time to truly understand your corporate requirements from a technical and educational basis is important. It is also critical the search firm takes the necessary steps to understand the personality traits required for success. It can be essential in the overall process and be the key factor in long-term employee stability.

In my experience, finding the qualified candidate from a functional and experience level is important, however ensuring the candidate has the proper ability "to fit" into the corporate environment and ability to perform in the business is crucial. Before selecting a firm review their recruitment methodology, experience in the industry and staff resources.

The next step is determining the profile of the ideal candidate is to ask yourself, " Do I need a strong self starter", or "do I need a more customer focused, account driven person, or "am I looking for a inside analytical data person?" Each of these types of people may have different personality profiles. There are many differing tests or profiles that can be given to your candidates to determine their personality types but first you must determine what style is successful for your company or for the desired position. If you haven’t used these types of profiles I strongly suggest you begin, they will assist you in selecting the right candidate. They not only will help you understand the person more effectively; they will provide valuable insights into how to manage that person after they become a member of your team.

My recommendation is to look within your existing company at the successful employees and have each person within your company take the profile. As you interview new candidates you then can compare their profile to known individuals within your firm.

It is critical that you recognize what type of "personality" it will take to accomplish the specific job for which you are recruiting! You may require someone to "stir the pot" and make the changes that are necessary for your company’s success. This chemistry factor is an important aspect to professional recruiting and one that an outside organization can assist you in developing.

What do these profiles tell you?

Most profiles use descriptors such as Dominance, Influence, Steadiness, Compliance or Drivers, Persuaders, Analyticals, Amiable. The key point to learn is to understand the balance elements between each of the four factors and how they can help you determine the right mixture for a successful person within your organization. Too much dominance or too little dominance must be considered as well as each of the other factors. While this article is not meant to professionally explain the details of each typical profile I do want to make sure you are aware of these types of tools.

Descriptors:

Dominant individuals love a challenge. Some people consider them restless. They are always ready for competition. Dominant people are direct, positive and straightforward. They continually seek new horizons; they tend to be dissatisfied and impatient. They are generally resourceful and able to adapt readily in many situations.

Influencers are outgoing, persuasive and gregarious. Usually optimistic, they can generally see some good in any situation. They are interested in people. They are poised and meet people easily. Influencers become intimate and on a first name basis at the first meeting with all the warmth of life-long friendship. They may act on an emotional impulse. They may make decisions based on the surface analysis of the facts because of their trust and willing acceptance of people.

Steady individuals are usually amiable, easy-going and relaxed. These people appear contented and relaxed. Patience and deliberateness characterize their usual behavior. People high in steadiness strive to maintain the status quo since they do not want to change. They develop work habits well. They operate well within a team and handle routine work well.

Compliant persons are usually peaceful. They are basically humble, loyal and unaggressive. They seek appreciation. They are essentially cautious and conservative and slow to make decisions until they have checked all available information. They will go to extreme lengths to avoid conflict and seldom step on anyone’s toes. They strive for a stable, ordered life.

Summary

Employees like your clients are made up of the same personality profiles. Matching the job and even matching the type of clients or employees they interact with to the person’s personality makes sense. Take the time to understand the job function and then understand the type of person you need to perform that job function.

The personality profile is only a tool but a powerful one when used inconjunction with a

Well organizated recruiting program.

Ken Thoreson
Acumen Team
9051 Neill Lake
RoadEden Prairie, MN 55347
(612) 944-7438
kthoram@aol.com