Category Archives: Hiring Talent

Might Still Be Legal In NY

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In the area of behavior modification, the most, perhaps only, effective means are psychotropic drugs and frontal lobotomies, which may still be legal in some places in New York.

There are so many round people in square roles. Get out of the behavior modification business and get into the talent selection business.

The most effective managers are not those who are expert in motivation, or coaching, or process improvement. The most effective managers are those that are expert at defining roles and selecting the right people to fill those roles.

Look at your team. How long have you been trying to modify behavior? Any wonder why this is driving you nuts. Stop it. Get better at selecting talent, then go build your team.

Treat People Like Machines

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It took six months to make the decision to spend $65,000 on a new machine. It replaced another older machine that had finally retired. A committee conducted research on the new board technology. Another team of two shopped lease arrangements and term equipment loans. The transition team worked hard to determine how work-in-process would be diverted during the installation and burn-in period. The training department coordinated a technician training program with the manufacturer. This equipment purchase was going to be a real game breaker.

What I was most interested in was the last Project Manager hired into the company. The salary was about the same, $65,000. Three people were involved in the interview process, but when I looked at the documentation from those interviews, it was mostly subjective statements:

  • I think he has a good personality and will fit in well with our culture.
  • In the next five years, he wants to excel in project management. That’s what we need him for.
  • Demonstrated a great attitude the during the interview.

The job description was a photocopy of a similar position with some notes scratched on the bottom. The training program consisted of shadowing another project manager for two days. So there is no wonder that the new Project Manager was NOT going to be a real game breaker.

Perhaps we should create a process that takes recruiting as serious as buying a piece of equipment. We would do well to treat our people as well as we do our machines.

Where Management Trouble Begins

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From the Ask Tom mailbag –

Question:
In your workshop last week, you stressed the importance of a role description. To be honest, we don’t really have time to write them. We either use an old version from HR, get something off the internet, or use our posting from Craig’s List.

Response:
And, that’s where the trouble begins. The reason we have so much difficulty with issues related to motivation and management is that we don’t accurately define the work. The role description is the cornerstone document –

  • Defines the work, the outputs, the expectations in the role.
  • Organizes the bank of interview questions.
  • Creates the basis for behavioral interview questions.
  • Structures the decision making process for selecting from the candidate pool.
  • Structures the monthly (or more frequent) 1-1 conversation between the team member and the manager.
  • Structures a performance improvement plan, when necessary.
  • Provides grounds for termination, when necessary.

It’s all about the work. Our problems begin when we don’t accurately define the work. What are the decisions to be made, problems to be solved in the role?

Embedding Culture as a Key Result Area

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Some time ago, writing a role description, I added Culture as a Key Result Area (KRA). What is the accountability of a manager in the Key Result Area of Company Culture?

There are several frames in which to look at company culture –
That unwritten set of rules that governs our required behavior in the work that we do together. It is an unwritten set of rules in contrast to our written set of rules, policies, procedures. And, culture is often more powerful than any policy we may write or attempt to officially enforce. Sometimes, culture even works against our stated policy.

What is the accountability of a manager in the Key Result Area of Company Culture?

These are the four questions in the Culture Cycle.

  1. What is the source of culture, where does it start?
  2. How is culture visible, how do we see it?
  3. How is culture tested?
  4. How is culture institutionalized, reinforced and perpetuated?

What is the source of culture, where does it start?
The source of culture is the way we see the world. It includes our bias, our experience, our interpretation of our experience. A hostile workplace leads to quitting as a result of employer bias. Culture is the story we carry into our experience that provides the lens, the frame, the tint, the brightness or darkness of that story.

How is culture visible, how do we see it?
Culture, the way we see the world, drives our behavior. We cannot see our bias. We cannot see our interpretation. We cannot see the story we carry in our minds, but, we can see our behavior. Culture drives behavior. Behavior makes culture visible.

How is culture tested?
Behavior, driven by culture, is constantly tested against the reality of consequences. For better or worse, behaviors driven by culture are proven valid, or not. Where there is congruence between behavioral intentions and the test of consequences, intentions (the way we see the world) moves forward. Where there is a disconnect between behavioral intentions and the test of consequences, intentional culture stops DEAD.

How is culture institutionalized, reinforced and perpetuated?
Those behaviors that survive the test of consequences become institutionalized, for better or worse. Positive behaviors that survive the test against reality can become the customs and rituals that reinforce the way we see the world. Alternatively, counterproductive behaviors that survive can be institutionalized in the underground of our organization and will prevail, more powerful than our official rules and enforcement.

You get to decide. What is the accountability of a manager in the Key Result Area of Company Culture?

Key Areas for a Project Manager

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From the Ask Tom mailbag –

Question:
I was in your workshop last week. When you look at qualified candidates for a role, you say “It’s all about the work.” We are looking at a project management role. What do you consider the three most important parts of project management?

Response:
Project Management is a classic Strata II role. From a macro level, it involves the coordination of people, materials, equipment and project sequence. Three core Key Result Areas (KRAs) drive the project forward.

  1. Project Planning (creating a comprehensive project plan including milestones and accountabilities).
  2. Task Checklist (documenting and tracking all the details for completion and quality).
  3. Project Schedule (creating and monitoring the project schedule, prioritizing and sequencing time frames associated with changing elements of a project).

The value adds for Project Management are project control, accuracy to project specifications, timeliness and completeness.

Other KRAs would include –

  • Pre-con Hand-off Meeting (critical meeting where pre-construction hands the project over to project management).
  • Punch List (audit of the project checklist, when everyone else thinks the project is complete).
  • Buy Out (assembling the list of material suppliers and subcontractors, with competitive cost information).
  • Customer Relations (creating the necessary customer relationship that addresses project discrepancies, project change orders and avoids litigation)

All of these would make the basis for a comprehensive role description for your Project Manager. -Tom

Who Gets the Resumes First?

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“It’s really difficult to find good people out there, these days,” complained Byron. “Look at these resumes.”

He pushed the stack over to me. I glanced at the page on top and look what i found.

“I will take your word, that none of these resumes meets the standards you are thinking for the job. Tell me, how did these resumes make it to your desk?”

“Oh, we have a good process to weed out the bad ones,” Byron replied. “By the time they get to me, I should only see the top three or four candidates. But none of these people are qualified.”

“Do you think some overqualified people got cut from the resume pool?” I asked.

“Oh, sure, our people know what we are paying for the job and they can spot someone who is overqualified as easily as those who are under qualified.”

“And who is involved in this process?”

Byron’s head turned to the side and his eyes went up the far wall behind me. “Well, the hiring manager.”

“So, the hiring manager directly receives the emails from your job posting?”

“Well, no,” Byron backpedaled. “I don’t want to burden him with looking at all the resumes, so we have them sent to a generic email box. Irene is our receptionist, and she opens the emails and forwards the resumes she thinks are the best.”

“What do you mean, that she thinks are best?” I asked.

“Well, she deletes the ones from out-of-town and then marks the ones with two years experience. I don’t want the hiring manager wasting his time.”

“And then she delivers them to the hiring manager?” I tried to get the details of the sequence.

“Well, not exactly,” Byron continued. “Irene forwards them to one of the supervisors to cull over. I really don’t want the hiring manager wasting his time on unqualified resumes. He has enough other issues to deal with.”

“I see,” I nodded. “I think I am getting the picture.”

Hiring Talent Summer Camp, Now Open

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Hiring Talent Summer Camp is now open for registration.

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Purpose of this program – to train hiring managers and HR specialists to conduct more effective interviews in the context of a managed hiring process.

How long is the program? Designed to be completed in 4-6 weeks, the program is self-paced so participants can work through the program even faster.

How do people participate in the program? Participants complete online assignments and participate in online facilitated discussions, working directly with Tom Foster as the online coach, along with other participants.

Who should participate? This program is designed for managers and HR professionals who play active roles in the recruiting process.

What is the cost? The program investment is $499.

When is the program scheduled? This program is self-paced, on-demand, so participants can login and complete assignments on their own schedule.

How much time is required to participate in this program? Participants should reserve approximately 2 hours per week (on demand) for 4 weeks (total 8 hours).

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Program Description
Module One – Role Descriptions – It’s All About the Work
Learning Objectives

  • Examine what hiring managers are up against.
  • Define the steps in a comprehensive hiring process.
  • Specifically define the Role Description as the cornerstone of the hiring process.
  • Define the Structure of the Role Description
  • Write a Role Description

Module Two – Interviewing for Future Behavior
Learning Objectives

  • To understand how most managers conduct interviews, so we can stop bad habits.
  • To identify, from the Role Description, the specific data we need from the candidate.
  • To design questions to capture the data we need to make an effective candidate selection.
  • To construct a bank of organized, written, prepared questions on which to base the interview.

Module Three – Conducting the Interview
Learning Objectives

  • To prepare mentally to conduct an effective interview.
  • To practice asking prepared questions and creating clarifying questions during the interview.
  • To practice taking notes during the interview and re-capping those notes following the interview.
  • To create a Decision Matrix to compile interview data and compare candidates.
  • To effectively work with an Interview Team.

Looking forward to seeing you online. -Tom

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All in Your Head?

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“Let me see your list of questions,” I asked. I could see by the furtive glance that Claire didn’t have a list.

“I don’t have them written, just in my head, but I could probably write the questions down for you, if that would help,” she responded.

“How many questions do you have in your head?”

“Well, none really prepared, I have the resume, so I will just ask questions from that.”

It’s not Claire’s fault. No company ever trained her to conduct a job interview. No company ever trained her to create interview questions that reveal valuable information to make a hiring decision. Hiring interviews are one of the most critical management skills for the successful manager.

I see many managers conduct the hiring interview solely from the candidate’s resume in their hand. Change this one thing to make your interviews better. Craft your interview questions from the role description rather than the person’s resume. Every question should have a specific purpose to give you data about the candidate relative to the role you want them to play in your company. It’s not what the candidate has done (though it may be fascinating), but what the candidate has done related to the role. -Tom

Magic and Fairy Dust, Notions and Potions

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From the Ask Tom mailbag –

Question:
The best engineer on our team was recently promoted to VP-Engineering. Don’t get me wrong, he is a great engineer. But something is just not right. Relieved of his engineering duties, he seems to wander around, sticks his nose into a project without any background on its status. Since I was in your workshop last week, now, I understand that a VP (of anything) is an integration role. It is becoming clear that my boss made a mistake. This guy is not an integrator and we miss his contribution on the engineering team.

Response:
I don’t know the background, I don’t know your company and I don’t know what your boss had in mind when he made the promotion. Doesn’t matter. I hear these stories all the time. Here’s the problem.

Few companies take the time and effort to clearly define the role. Most companies promote without clarifying the work. Maybe your engineering team member has the right stuff to be a VP, but until we define the work, we have no clue.

Most hiring managers believe in magic and fairy dust when they make a hiring or promotion decision. Then, they are disappointed when the candidate doesn’t live up to the expectations that were never defined.

There is no magic. There is no fairy dust, just a little managerial elbow grease –

  • What is the purpose of the role? Why does it exist?
  • What are the key areas in the role? Key result areas (KRAs)?
  • In each key area, what are the tasks and activities?
  • In each key area, what is the output, goal, objective?
  • In each key area, what decisions have to be made? What problems have to be solved?
  • In each key area, what is the time span of the goal?
  • In each key area, what is the level of work?

This is the critical thinking that has to be done before you make the hire, before you make the promotion. The answers to these questions will lead you in the right direction. Without this data, there is no way to make a sound hiring or promotion decision.

But, no one wants to do the managerial work. They would rather rely on magic and fairy dust, notions and potions.

What Do You Look for in a Candidate?

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“We are hiring for a new supervisor. And this time, there is no one on the inside that we can promote. We have a good crew of technicians, but none is going to be able to do what we need them to do. We have to go outside,” Roger explained. “What do we need to look for in the person we want to hire?”

“What do you mean?” I asked.

“I mean, what kind of person should we look for? You know, someone who is self-motivated, dependable. Someone who can project confidence to the team. That’s important, you know. We need someone who is flexible, who can adapt to change. Someone who is a team player, you know, someone who is good with people.”

“That’s all interesting, but what is the work?”

“It’s a supervisor. Supervisory work,” Roger floated.

“So, what is the work of a supervisor, in your company, what is the work?”

Roger looked at me blankly.

“Look,” I said, interrupting his stare. “You seem to be focused on trying to climb inside the head of the candidate without any real definition of the work that has to be done. In this role, what are the decisions that have to be made? What are the problems that have to be solved? I am more interested in whether the candidate has made those kinds of decisions and solved those kinds of problems.” -Tom