14 May 3 Key Elements to Determine The Right Hire
How do we assess people for our organization?
Christopher Hart here from Transforming Lives Coaching and Consulting, coming back at you to continue our Lead Strong series on how to build strong leaders in our businesses, our organizations, and even in our lives.
So Sunday we did kind of a special message that I felt was just laid on my heart and so I just wanted to bring that to you guys, but prior to that we were talking about how do we assess people for our organization, and I did a video previously on the right hire and some elements that we assess against that’s mostly for the job. Now I believe that there’s something more to the hiring process than just determining if they’re the right fit for the job; and so today’s video is actually titled Three Key Elements to Determining the Right Hire.
One of the things that I frequently get asked from people that I coach and consult is, how do you know if someone’s the right hire both in the hiring process as well as once they’re already hired into our organization? And so what we’ve previously talked about is you have to have elements to assess against. I did a video I think couple days ago that talked about that right hire and some of the elements you use in the hiring process. And so if you haven’t watched that video, I’d go back and definitely watch that one. But this is kind of taking it to the next level today, and so let’s talk about those three key elements.
Those three key elements are determining a match for the role.
Those three key elements are determining a match for the role that they’re going to… they’re going to be participating in on a daily consistent basis. The next is your organization, and the third is a match for the leader. So we talked about a match for the role, we use elements of experience, personality assessments, behavioral assessments, looking at certain elements of their resume to determine are they are right fit on the aptitude basis to actually do the role, do they have what it takes to be successful in the role, and what we do is we pre-determined what those elements are in order to assess against, that way we use our red-light green-light process to dictate and determine do we continue to move forward in our hiring process and then ultimately does our hiring process culminate in a matter in which we have absolute certainty that they are a match for the role.
Now here’s the thing, match for the role is great, someone can show up to your organization, they can do the job, they can even do the job at a high level, but have you ever hired someone or even been in an organization where you just look at someone and then go. “That one just doesn’t fit in, they’re not like everyone else.” And this is not a matter of judgment of who they are as far as race, color, creed, national origin, sex, familial status, any of that nature, it’s just who they are just at their core. You see I believe every business should have a personality, morals, values, ethics. There are some things in business that they say are good components to a successful business and that’s what’s called an MVVBP – a mission statement, a vision statement, identifying your values as an organization, your beliefs and your perspective. Your perspective of your organization within your industry or your marketplace.
And so when that is established within your organization that becomes your organization, that’s who you are, that’s your personality, what do you value as a business. And so when we look at the matches, a match to the role, a match to the organization and a match to the leadership, when we match to the organization that’s what we’re assessing against; and when you’re in the hiring process and even in the process by which people currently exist in your organization, as a leader you’re always looking for those elements to see if they show up at the person’s core. In the hiring process people can BS you, yeah they can tell you “Yeah I value this… yeah I value that,” and you know I think as leaders we just have to be intuitive to see how that plays itself out, we ask further questions to dig in like “Give me some experiences and examples of when that might have shown up in your life.” So we have a way that we can date but it’s never fail safe. I believe what actually shows us true reality is how people act on the day to day basis in our organizations, like when they show up and when it’s rainy days, when life is being thrown at them, when they’re not getting results like how do they act and react to stimuli that does not meet their expectations in the professional atmosphere and environment as well as their personal environments, that’ll tell you who someone is at their core and that’s what you’re assessing against.
If you value honesty and you value integrity.
See if you have… if you value honesty and you value integrity and hard work and determination and whatever other elements that you value within your organization, that makes up your organization’s culture, and people start to act outside of that, I’ll tell you right now you don’t have a match. They may be able to do the job really well, and I think where a lot of leaders fail, or where they fall short in leadership is they start to accept people’s core of who they are even though it doesn’t match their organizations culture and their values and their beliefs, perspective, mission, vision, whatever, because someone can do the job at a high level. And what you’re doing is you’re compromising your culture for someone’s ability to make you money. We call that greed. Greed is never a good thing.
Now I’m not going to be the one to sit here and say money is bad, I think money is good, money is not …actually money is neither good nor bad it just is what it is, it’s what you do with money. Once you have money what do you do with it? So you can never compromise who you are as a leader, what your organization believes because someone can do the job at a high level. The second you do that I can promise you one thing, you will destroy your organization, and even more so if you organization has the ability to stay together what you’ll do is you’ll damage your reputation as a leader. You can’t post on the wall or preach that you value certain things and then the rest of the people in your organization look around and they go “Wait a second, why is that guy operate outside these values that we’re supposed to be believing in and it’s posted on the wall and we talk about it at our sales meetings; and why does the leader allow that to happen?” See now all of a sudden they start looking at you in a different light.
So Eric said in the comments, “Is there a way to find my own MVP…MVVBP and see if it aligns with my organization?” Eric what I would tell you is that’s some time that you need to spend with yourself in developing what is your vision for your business and how do you carry that out in the mission, what do you value in business, what are your beliefs and what are your perspectives. And so that’s… and that’s a whole class in of itself, that’s not a 15/20 minute video. If you need help with that feel free to hit me up offline. But I believe every business has to have that and if you don’t have it you’re missing one of the critical elements to evaluate people off of, and I believe that’s where businesses put themselves at risk because they’re only evaluating off the person’s aptitude to do the job. I’ve known businesses and I’ve even experienced them myself where someone had the aptitude to do the job but morally, ethically they were just not a match to the organization that I created or other people’s organization and it becomes very detrimental to the future of that organization. So keep that in mind.
The third one is matched to leadership. So what does that look like? Have you ever hired someone and then… I don’t know, a month, two months, three months later you’re like “This person drives me absolutely bonkers. Every time they walk into my office or they walk by me like I want to just get up and leave, I want to walk in the opposite direction.” See if you hired that person as a leader what you’ve now recognized is you do not have a match to your leadership.
Now here’s the thing, our organization has… or some organizations have subordinate leaders. It could be a match to the subordinate leader. When we talk about a match to the leader it’s the leader that has to lead them. Who is the one that’s going to be holding them accountable? Who’s the one that’s going to be pouring into them at a high level? Who’s the one that’s going to be loving on them? Who’s the one that’s going to hug them as a leader when their life’s falling apart but they still chose to come to work? That’s the match to the leader that we’re talking about.
See, as the organizational leader, if you have a subordinate leader that has someone that you have a difficult time tolerating, I guess you can make a case for that person not being a match for leadership, but it’s really a matter of the person who is the direct leader/supervisor/manager, whatever you want to call it these days, to that individual. Here’s why – Because if there’s anything other than love, just complete love for that person and desire for them to succeed and achieve at a high level, if there’s anything other than that then you shouldn’t be in business together because you cannot give that person your absolute best. You see leadership is about being the vehicle, caring enough about other people to be the vehicle to their success. The second you stop caring, the second you lose any ounce of care for that individual, do them a favor and let them go, not because they’re not good people, not because anything other than that your heart is not one hundred percent bought into loving this person at a really high level.
Now here’s the thing about that, are there things that are going to bother you about people? Absolutely, we’re erred, like I’ve talked about this before. No human is perfect, stop evaluating people against perfection. Stop evaluating yourself against perfection, you’ll lose, you can’t win, we’re not born to be perfect, Jesus Christ was the only one to ever walk this earth to be perfect. The second you try and be perfect what you’re saying is thousands of years of historical religious history needs to be rewritten for you and I don’t think that to be the case, or anybody else for that matter. So stop holding people accountable to perfection, stop holding yourself accountable to perfection. People are going to mess up, that’s what great leaders do, we discipline our disappointment; we’ve talked about that before.
But if it’s one of those things that is just who they are at their core that you can’t tolerate, doesn’t make them a bad person it just makes them a non match for your leadership. They may be a great match for someone else’s leadership, shoot you may have hired someone that was a non match for someone else’s leadership and is a great match for your leadership. But I believe these three elements of match can really help leaders grow a organization that can be extremely valuable in its marketplace, industry, and to your future and their future, because if you can hire people that are a really great aptitude match for the role then they can succeed. If they’re a match for the organization then you actually have the concept of TEAM where the acronym is together everyone achieves more. The second you have anyone operating outside of the MVVBP, or what your mission, vision, values, beliefs, and perspective is, you no longer have a team because you don’t have togetherness. You don’t have everyone, you just have a group, people operating independently. So aptitude match for the role, match for the organization, and match for the leadership because as the leader if you have anything but absolute love for that individual.
Can you still love them through it?
Now again like I said there may be some things that bother you about them but can you still love them through it? Same thing with marriages. Stop holding your spouses accountable to perfection, we all have our faults. Can you still love them through it? And so if you can then you can lead them at a high level. If you can’t love them through their faults let them go, it’s the right thing, don’t be selfish. Even if they’re your top producer on your team, if you don’t love them at a high level you’re being greedy, it’s just the way it is, because leadership is about loving and caring for people enough so that you can be their vehicle to success.
So three matches, keep those in mind, hopefully this information can help you guys take your evaluations of people within the business world both in the hiring processes as well as in your day-to-day operations of your organization. I believe if you can match people to those three matches at a high level you can become unstoppable.
You don’t need a big team, you don’t need a big organization, some of these real estate teams today you have 10/12/15 people, I would question whether or not there are 10/12/15 people, all 10/12/15 of them actually match those three matches or are we sacrificing areas to tolerate the fact that they can do a job. See I’ll take a team of three/four/five people that are absolute matches in those three areas versus the 10/12/15 people. And trust me when I say those three/four/five people will outperform the 10 to 15.
So if you have any questions on this please feel free to hit me up at Ch***@tr***********************.com. I’d love to hear your questions, your comments or your ahas in the comments section, and if you have anything that you’d like to see a post on please feel free to hit me up either in these comments, via email or Facebook Messenger, I’d be glad to do a video to help you out directly. And before we go I hope this brought value to not only your business but your life. And remember one thing, you are a child of God, God loves you, so do I. Lead strong. Have a great rest of your day. Be blessed.
About the author:
Over the course of 8 years, Christopher Hart went from an enlisted Private First Class to a Commissioned Officer-Captain. In 2005, Christopher chose to move on from his military career to focus on starting a family and embarking in the world of entrepreneurship. Christopher’s passion is now working to help others be the BEST version of themselves and helping them Lead others to the same!
To learn more about Christopher Hart or to get in touch with him regarding a coaching program you can email him at Ch***@Tr***********************.com
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