How To Hire Superstars

Can a person's behavior and values really determine if they will be a future SuperStar for your company? If you knew the formula for hiring SuperStars and could cut your recruiting costs in half, would you start today? This article outlines three simple but critical steps for adding structure to your hiring process and raising your level of success.

Strengthening the interview process: Prepare a consistent written interview game plan, to be used by each person conducting the interviewing for your company. Prior to the first interview, carefully review each resume looking for any gaps or red flags that need to be resolved in the interview. Then, identify the values and behaviors of the SuperStars currently employed by your company and use this important data to develop your interview questions to probe for these special attributes. Next, prepare a list of questions to be asked by each person in the interview process, as these questions should focus on the key success factors at your company. For example, if your company is "performance driven", then the behaviors or critical success factors you want to listen for must be consistent with these characteristics. Lastly, make sure your interview plan includes how to do effective reference checks.

Tip From The Coach: Remember, the single best predictor of future behavior is past behavior and what people have done is less important than who they are. Be certain to conduct multiple interviews as few people reveal enough about themselves in one session. In addition, spend only 20 percent of the interview talking, so you can spend the rest of the interview "listening" for behavior and critical success factors.

Recruiting close to home: It takes a special kind of person to be a SuperStar and the people who are, tend to spend time (personally and professionally) with people like them. So, consider your current employees as your best recruiting source, as they understand the soul and spirit of your company. Some of our clients hire 50 percent of all new employees from employee referrals and it makes for very cost effective recruiting.

Tip From The Coach: Consider some form of cash incentive or special award to those who refer new employees to your company. Your appreciation will go a long way in helping to find future SuperStars and will enhance team spirit. However, just because a current employee recommends a person, doesn't change your employment process.

Using powerful assessment tools: In addition to the traditional interview steps, use written assessment(s) to validate your interview process. This kind of tool can be custom-built for your company and will "benchmark" the behavior and values of your current SuperStars for each key position within your company. By using this benchmark you will be able to compare the behavior and values of each new hire to your current SuperStars and numerically be able to compare any variances, before you finalize your hiring decisions.

Tip From The Coach: Once a benchmark has been developed for your company, the accuracy of your hiring will greatly improve. This benchmark will also help to reduce employee turnover, increase morale and solidify your company's position as a market leader. While there are many types of assessments, it is critical to use validated instruments in your hiring process.

Want to learn more about using assessment tools in the hiring process? Fax a note on your letterhead to 435-615-8670 and The Coach will fax you a two-page behavior and values assessment form which can be completed in ten minutes or less. Complete both pages and fax your assessment forms back to our office at 435-615-8670. In return, you will be confidentially sent an 18 page assessment* (a $150 value) outlining your unique behavior styles/values. In addition, once you receive your assessment we will schedule a 45-minute call (a $250 value) to review your results and to explain how this tool will help you hire SuperStars. In summary, hiring SuperStars is vital to the success of your company?why not do it right the first time? [* A small processing/analysis fee of $25 will be assessed, limit one per company]

Author's note: Ernest F. Oriente, The Coach, is the founder of PowerHour® a professional business coaching/recruiting service and the author of SmartMatch Alliances?. He has spent 17,500 hours [since 1995] delivering customized training, by telephone, in leadership, traditional/Internet marketing and sales for fast growing sales companies and entrepreneurial businesses worldwide. PowerHour® specializes in global distance learning by telephone, using their state-of-the-art conference call system for interactive and dynamic TeleForums. Twice-monthly TeleForums link 10-100 executives/professionals/individuals who are geographically dispersed, in a time efficient and profitable format.

PowerHour® is based in Olympic-town?Park City, Utah, at 435-615-8486, by E-mail ernest@powerhour.com or visit their TeleForum website: http://www.powerhour.com. To receive a FREE success newsletter, with subscribers in 74 countries, send an E-mail to: ernest@powerhour.com. Recent PowerHour® articles have appeared in 4000+ business/trade publications and websites.

More resources:

RELATED ARTICLES

The Ins and Outs of Internal and External Relations
INTERNAL PUBLIC RELATIONS: Never overlook an opportunity to do internal public relations about your department and its offerings. A training department must, first and foremost, be visible in the organization it serves.

The Seven Cs: Partnership Danger Signs - Competitive, Not Complementary Action
A series of articles exploring the seven critical areas that can indicate a partnership is in trouble.Competitive, Not Complementary ActionJames Carville and Mary Matlin are public relations spokespeople for the Democratic and Republican parties, respectively.

I Said Pareto Chart? Not Potato Chart!
Does this sound familiar? You were hired for the new management position. You were tasked to turn the numbers around.

Sharing the Reins: 10 Reasons To Sell Your Company To Your Employees
In 1987 I sold my business, South Mountain Company, to my employees (and myself). My sole proprietorship became an employee-owned cooperative corporation.

The Permissive Environment is the Suspect
The permissive and participatory conduct which most employees take for granted, eventually escalates into the more serious assaultive behavior commonly referred to as employee on employee workplace violence starts with innuendos, a bad word, or simple jokes taken out of context or used to inflame another. Initiation of a proper and thorough investigation is possible under the auspices of a Threat Assessment Team.

Innovation Management - changing the world!
Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are distinct processes that enhance problem identification and idea generation and, similarly, distinct processes that enhance idea selection, development and commercialisation.

Making Powerful Requests That Launch People Into Action
Do you ever wonder why people do not simply do the things that you want them to do? Well, instead of waiting for things to happen, decide to take responsibility for making them happen. The way to do this is often as simple as making an appropriate request.

The Power of Positive Communication
Communication is the key to your success at work, at play, and at home. Here are six tips that will make a difference in your life:1) People judge others by their actions.

Collections Management
How long does it take your customers, clients or patients to pay you for the products or services you have provided?Have you developed a consistent collection management program?Your answer to the above questions is a leading indicator as to how well you collection management is. Sending an invoice doesn't always result in payment.

Unlock the Hidden Creativity of Your Employees
To release creativity in employees, managers must get involved in their employees' work. Look at each employee as if he or she is the expert on the job and tap into their creative energy.

Forget The Sandwich Technique
Do you remember being told to use the "sandwich" technique when you needed to reprimand someone? Let me give you an example:"Fred, I'm really pleased with how you've been progressing since you joined us and you're doing a great job. However you're not getting your reports in on time and we're missing deadlines.

The 20/60/20 Rule Of Leadership. Dont Go Solving The Wrong Problems
Several decades ago, a passenger jet approached a Florida airport with the pilot and co-pilot struggling to fix what they thought was a malfunctioning landing gear. The landing-gear light was on, signaling that the gear was deployed; but both men did not hear it actually deploy.

Maximizing Sales through the Ultimate Tracking Software
Every small to mid-sized business owner would love to know how to effectively keep a pulse on their marketing and customer service efforts. The common barrier that all companies run into is how to cost effectively measure and control this process.

Multiple Channels, Multiple Times
I've just been reading about the frustrations of a Human Resources manager. He's tired of having to answer the same questions about benefits over and over again.

The Compliance Officers Killer Application
It used to be that only the largest multi-nationals needed a Compliance Officer. Today most practices, regardless of size, would be wise to charge someone within their organisation with the responsibility of keeping abreast and managing the compliance process.

Spirits in the Corporate Boardroom.......Oh, sure......
There is a growing movement in the spiritual and holistic fields to bring a more metaphysical and human potential approach to the business community. Holism has been intergrating into both the health and mental health professions for many years now.

Can A Business Still Be Profitable When People Skills Are Absent?
In our current world of rapid and amazing technological advances, many entrepreneurs have managed to dramatically limit the need for staff in highly profitable operations of all kinds.It is therefore tempting and believable to imagine that with every passing day, the need for people skills is diminishing.

Innovation Management - Emotion, Habit, and Culture can be Hard to Change!
Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are distinct processes that enhance problem identification and idea generation and, similarly, distinct processes that enhance idea selection, development and commercialisation.

25 Great Ways to Find the Right People and Not Break the Bank
Are you trying to hire dozens of hourly workers or a senior executive? Where do you look and how do you get the word out? There are many ways to find the right people besides placing want ads.Here are 30 innovative and inexpensive ways to expand the pool of potential applicants.

Romford Accountants: Accountancy Firm Roles and Responsibilities
If you own or operate a business in the UK, especially in Romford, then you know how time consuming it is to not only run your business but to also make sure all of your financial bases are covered. I want to help you understand some of the common roles and responsibilities a Romford based accountant / accountancy firm may face in a given day.