Five Strategies for Hiring Sucess

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PERSONAL MESSAGE FROM THE CAPTAIN OF THE SHIP
I trust everyone is having a productive May. Business has been brisk at Chart Your
Course International with clients looking for new ways to attract and retain top
talent.
I spoke at the Atlanta chapter of the Society for Human Resource Management's 2013
conference at the Cobb Galleria Centre, and enjoyed visiting with a variety of HR
professionals about the challenges they are facing in the workplace. Whether it's
navigating change, placing and developing employees, working to create best practices,
or collaborating across departments for organizational success- the development
of people has never been more exciting and/or complex.


Also on the horizon, we'll be hosting a FREE webinar May 30 at 3 p.m., "How to Use
Assessments to Hire, Build Teams, and Develop High-Performing People." We'll also
have a Q&A session at the end of the event and would love to see you there. Click
here [http://r20.rs6.net/tn.jsp?e=001VzDp5pYiOyiqArz5MBaLMnM3LkM2ROmDliVSI9fuDDh2mtbXVfTTSg2rqdNoy6X7zEgFV1XUaDAUrl1qAexCfR7xjdqIb1Gr1m18W0z0_-d1UWxViNLkXuGT7dqUWj-_64-iFzuO1o0SK4LAMjIVO1kiW-dRntTaeI-ecyr66h68avWQRl1Uxb21xZ2e8Ly4sPZZ0hyfxFB0dqORl4t0pnwkS9NJjpThZ6KWRc_SH4u1GzzfCsojBooH1yx8Ex96nrOJezCJf1yD1FTnrYm_fCt_TcQ8swR-fFAL7pDRR6Bnz8MXtCaj0EVMVWmRwdYcJvnLh17ggMyEXkW-b3H8yCutK5Jde9F7TK9abr642S8Q16SquqKgYg==]to
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Helping you Chart Your Course!

Gregory P. Smith

President and Lead Navigator

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Five Strategies for Hiring Success
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It's never been easier to find warm bodies to fill job slots. With the volume of
social media and online networking and career sites, connecting with workers is
only a matter of searching profiles or placing ads. However, it's increasingly
difficult to distinguish "the best" or even "adequate" choice for job openings or
promotions, and making a bad hire is costly.

The National Association of Colleges and Employers estimates the average cost-per-hire
in 2011 and 2012 was $5,100. Businesses with 2,500 to 5,000 employees paid the most
for new hires- around $10,000 a person. Businesses employing less than 500 workers,
paid the second most, around $7,500. The results were part of the NACE's 2012 Recruiting
Benchmarks Survey. Obviously it pays for businesses to capitalize on new hires,
which leads to the question, what is the best way to hire the right people?

Most people agree that an interview can only garner so much information about an
applicant. Interviews are a bit like first dates, and we all know how misleading
those can be. Some people interview well, some people do not. Some managers are
good interviewers, some aren't.

A study published in the American Sociological Review in 2012 found that the majority
of employers hire new employees based on how similar the applicant is to themselves.
The room for error in such a system is vast. What if you have an introvert interviewing
candidates for a sales manager position; or an extrovert interviewing people for
an analyst's position? Would they be able to pick the best person for the job,
or would they be drawn to familiarity- someone similar to themselves- and perhaps
not best suited for that job?

Or here's a twist- do generational differences influence hiring practices? As sure
as parents and grandparents shake their heads at their children, I'm sure many hiring
managers might be put off with the social norms and working styles of recent college
graduates.

The key to finding the right people for the right job is to approach hiring empirically
with a sound strategy. The employer must create an actionable, repeatable process
for screening new applicants and placing them within the business. Here are five
strategies to help you improve the way you hire new employees.


1. Create a detailed job description. This is such an important and often overlooked
step. It is critical to write a detailed job description for the position you are
looking to fill- listing specific skills, responsibilities, and time and energy
requirements. I've counseled some businesses frustrated with an underperforming
worker, and after some discussion, I realized they never gave that person a clear
job description. No wonder they were underperforming; they weren't clear on what
they were supposed to be doing!
2. Review both the resume AND social and networking media outlets. I think the veil
is quickly being lifted on this one. Just a few years ago, people were still unsure
about the separation of Facebook and workplace. However, with the popularly of career-focused
social media outlets like LinkedIn and Monster, it's both convenient and ethical
to check people's history, references, profiles and online activity, without concerns
of violating their privacy.

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Industry Facts and Figures
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Want to improve employee retention and see savings in reduced rates of turnover?
A recent survey from The Hay Group, a global management consulting firm, found
that employers who supported their employees' work/life balance saw greater loyalty
and productivity.

The survey was conducted between 2011 and 2012, polling around five million workers
worldwide. The benefits of reduced turnover can be huge, especially for companies
with more than 10,000 workers, the Hay Group says. For these companies, reducing
turnover by 10 percent over a two-year period translated into $17.5 million in
savings! (assuming an average salary of $35,000, and an average replacement cost
of 50 percent of salary)
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Gregory P. Smith
Lead Navigator
President

In This Issue

Feature Article
DISC Training

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Books on Sale!
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Save $36 with this special deal- a bundle package, which includes four of Greg's
latest and best-selling books:

* Fired Up! Leading Your Organization to Achieve Exceptional Result ($19.95)
* TNT-Dynamic Ways to Reward, Energize & Motivate Your Teams ($16.95)
* 401 Proven Ways to Retain Your Best Employees ($19.95)
* Icebreakers and Teambuilding Exercises Manual ($49.95)

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FREE Webinar
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Sign up for our FREE webinar "How to Use Assessments to Hire, Build Teams, and Develop
High Performing People."
Date: Thurs., May 30
Time: 3 p.m.
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DISC Training
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(Live Webseminar)

Our DISC training programs and assessments help you identify individual personality
styles so you can hire the right people, reduce conflict, improve communication
and unleash team performance.

(Classes are conducted in four, 90-minute sessions)

Dates:

June 10, 12, 17, 19

July 8, 10, 15, 17

Time:

3:00-4:30 E.T.

Cost:

$1295 per person

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Your registration includes over $900 in DISC training materials!

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