Thanks,

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AleX

How to Retain Your Super Star Managers

Disney use to follow this rule. Proctor and Gamble values diversity and is the top performing Consumer Packaged Goods Company in the world. Unfortunately what gets in the way of most corporate hiring is human bias….whether it be gender, culture, education or simply fear of hiring a great person who is more talented than the boss.

Most companies in order to minimize diversity and conflict take the easy way out and simply make the safe hire. In this marketplace that demands creativity, new products and outstanding leadership skills, the competitive market place waits for no one including those companies that have become political industry laggards.

Unfortunately, even with an assessment tool such as this ….old habits die hard….and great candidates get hired by the competition because of the inability of large companies to proactively hire great people who will have an immediate impact on the bottom line. There is also the issue of companies continually concerned and preoccupied about headcount…..rather than their competition.

It will be the executive teams that ulimately determine the culture of a any company that chooses to be vibrant or stagnant. It will be the executive teams that will ultimately determine the direction of the company that chooses to hire talent or mediocrity. It will be the executive team that will ultimately determine whether the corporation will become an industry leader or a non performing executive social club.

This article is spot on! Throughout the years I am constantly astounded (OK, frustrated is more accurate), by how many hiring decisions are poorly made.

Time after time we see hiring decisions made on the basis of a ’safe hire’ rather then a solution based hire.

What do I mean? A safe hire is one where EVERYONE buys in that the prospect COULD do the work. Uh, yeah…but so what? Lot’s of people can do the work for most roles. What we need is someone that brings solutions to the table – how do we do the work better (faster, cheaper, more efficiently, more profitaly, with less risk, etc.). By the way, that is a solution based hire – someone that drives solutions for business needs.

Invariably, and at all levels, we spend a good deal of time coaching the Hiring Manager (the person with the business need) to stop focusing on a hire that won’t get them in trouble, and start focusing on a hire that will make them look smart.

Assessments of the sort to which you refer are critical. Well done Lou. I’ll be sharing this with others to convince them that I am not alone in my pilgrimage to solution driven hiring.

Great article. Have you checked out Resumefit. When you have a moment, check it out @ http://www.Resumefit.com, a fantastic NextGen Resume which includes an assessment tool for the jobseeker. Resumefit will ultimately help both the jobseeker and the employer find the right fit.

I have been saying this for years; if jobseekers go into an interview process armed with an assessment of themselves, solid and truthful resume, and a bragbook, they have just proven to the manager why they should be hired. They can do the job, they have proven their softskills, and they want the job. Those things plus chemistry equal a right fit and a right hire.

Lou, take a moment and check out http://www.Resumefit.com and let me know your thoughts.

Best,

Keith Barkley
Mackenzie Group
Keith@MackenzieGroup.net

Great article. This content is a huge help for hiring manangers and recruiters alike. I just sent a copy over to a friend who is in the middle of the hiring process right now for a very important postion and you hit the nail on the head with the problem he was having.

Thanks!