PD Strategies Blog

Your Westchester County NY business had to cut staff earlier this year and now find that you need to add employees. Now it is to hire again. How will you find the most qualified? Would it be referral or advertise the opening. While a referral is normally a good source, that alone should not be the deciding factor. You will want a person who meets the qualifications, and you will want to know whether that person can achieve results. Jim Collin’s in his book “Good to Great” explains his research on how good companies become great companies. Collins surveyed companies and found that their greatness was not due to a special sauce or a great product but rather because of the people in the organization. It all starts with high quality, high performing employees. Collins refers to this as getting the right people on the bus, the wrong people off the...

Many businesses have created their business plans and are now in the process of hiring of staff. Some will be making the mistake of simply reading a resume and conducting an interview, having a gut feeling and then hiring. Not so fast! Contrary to what you may think education and skills do not create success. The proper application of the education and skills is what counts. In Good to Great Jim Collins explains that building a great organization is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” It may be simple but it’s not easy. You will need to change the way you hire people. Unfortunately, all too often managers tend to make hiring decisions by looking at background in the industry, jobs held before, and job history. Significant time is spent looking at a...

Have you found that is hard to avoid making a hiring mistake because the right person can’t be found? If you do, then there are some things you need to know. People who make hiring mistakes don’t necessarily look in the wrong places. They look for the wrong things and ask the wrong questions. Before beginning a search for a staff member, it is important to know the overall culture and critical success factors. Some think they know but only look at superficial misleading things. Finding the right employee begins with a process to define what deliverables or actions lead to success. How do you do that? You need to start at the beginning. What is your vision, values, and mission? You must only select people with these shared values. This is where many organizations fail. They look for specific things that they believe are important, but they fail to see...

Some people find the task of selecting the right employee to be a very difficult task. But that does not have to be the case. A diligent hiring manager may spend time studying a candidate’s resume and asked questions about experience. But then, as one manager told me with a sign, you really have no idea until they are hired. Sadly, most organizations fail at hiring the right people. This occurs at organizations with a human resources department as often as it happens with the small business owner. The good news is that you can begin to hire the right people. Here is a simple fact. Managers tend to make hiring decisions by looking at background in the industry, jobs held before, and job history. Many companies even do background checks. They spend a significant amount of time looking at a candidate’s skills and knowledge before extending an employment offer. Later...

Hiring quickly can be a costly mistake. Finding the right people takes time but the right people will result in much more success. If you have read Jim Collin’s book “Good to Great” you know about how companies become great companies. Collins surveyed companies and found that their greatness was not due to a special sauce or a great product but rather because of the people in the organization. It all starts with high quality, high performing employees. Collins refers to this as getting the right people on the bus, the wrong people off the bus, and the right people in the right seats. Many companies find that selecting and hiring of the right employee is a daunting task. Some people just hire anyone who applies or, at best, may ask a few quick questions before making an offer. Before accepting an application or advertising you should have a clear description...

When hiring, although it is important to know a person’s acquired skills, it is probably more important to predict the person’s future performance and behavior. If you are not looking at behavior when you are interviewing you should be. Jim Collins and his team laid out the principle in the book Good to Great. It is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” It may be simple but it’s not easy. You will need to change the way you hire people. Here is a simple fact. I have found that many employers in Westchester County NY tend to make hiring decisions by looking at background in the industry, jobs held before, and job history. Many companies even do background checks. They spend a significant amount of time looking at a candidate’s skills and knowledge...

Your Westchester County NY business has grown and you realize you must hire your first employee. You are rightly concerned about bringing in a stranger and trusting that stranger to the business you have nurtured. You set out to hire the most qualified person but you feel more comfortable hiring a friend. Hiring someone because of friendship ignores the purpose for hiring someone in the first place—the fact that you need someone with specific qualifications to do a job. Jim Collin’s in his book “Good to Great” explains his research on how good companies become great companies. Collins surveyed companies and found that their greatness was not due to a special sauce or a great product but rather because of the people in the organization. It all starts with high quality, high performing employees. Collins refers to this as getting the right people on the bus, the wrong people off the...

Companies make a major mistake in hiring and training because they don’t understand critical factors of employee performance. Many companies spend time and effort on identifying the correct skill sets when hiring. Then, after a candidate is finally hired the company will invest in training the new employee in the skills, processes, and procedures for doing the job. In addition, the new employee will look to increase his or her skills and understanding of the business. The employee attends training on the latest systems or learns the latest sales techniques. The employee gets training on the features and benefits of the products and services. Most of the time is spent on learning the nuts and bolts. Many businesses see this as the most important path to success. Fast forward. The employee leaves the company. The hiring manager searches for candidates that have the same skill sets as the person who left...

Selecting employees is one of the most important functions of a manager.   Sadly most organizations fail at hiring the right people.  This occurs at organizations with a human resources department as often as it happens with the small business owner.  The good news is that you can begin to hire the right people.  Jim Collins and his team laid out the principle in the book Good to Great.  It is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.”  It may be simple but it’s not easy.  You will need to change the way you hire people. Here is a simple fact.  Managers tend to make hiring decisions by looking at background in the industry, jobs held before, and job history.  Many companies even do background checks.  They spend a significant amount of time looking at...