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The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring Process - Report

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The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring Process - Report

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Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.

Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.

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The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring Process - Report

  1. 1. As prepared by 1 Finding and Keeping the Best Talent An 8 Step Hiring Process A look at what we have learned, what works and why
  2. 2. Table of Contents Introduction 3 Executive summary 4 A different view of hiring 5 A robust on-line assessment tool 7 Importance of each step 9 Additional considerations 10 What makes us unique 11 About the author 14 2
  3. 3. Introduction 3 Here is what we have heard…. The recent recession, although difficult to weather, was a way for companies to re-analyse and look at where their best returns on investment could be found. This involved people as well. Over the past couple of years companies have been able to downsize, re-group and re-build a stronger more flexible team of true business contributors. They have become more lean and effective in their operations. Einstein was quoted as saying, “You can not solve a problem with the same mind that created it.” The same is true for your business. You can not hit stretch goals with the same thinking (and sometimes people) that got you to this point producing the same old results. Companies are now in the position to bring in new people who will raise the bar on performance and business development. Our clients have asked us to develop a system that will ensure they have the Right People, in the Right Seats working on the Right Strategies with the Right Accountability Structure. Part of our ongoing commitment to our clients and market, is to share with you what is working and provide tools and resources that will help you with your team. Why a report on hiring great people ?
  4. 4. Executive Summary 4 We spend most of our time working with business owners, executives and management teams. We have listened to their concerns and needs. Here are a few of our findings and insights. When it comes to finding great talent, it is important to engage help with people who know your business, your culture, your unique needs and even more unique team dynamics. You want help from people who know business, run businesses, and understand business environments. Having recruiters searching job boards and presenting candidates, while fingers are crossed in the parking lot is not good enough. We believe your time and resources are valuable and want to find great talent quickly and right the first time. Historically the topic of hiring and recruiting was limited to the Human Resource (HR) department. That world has changed drastically. Great HR managers know how to get everyone involved in the screening, interviewing and selection process. Their roles are as important as ever in business success. Some companies though do not have the luxury of on-staff HR. Rest assured there is help out there. An important place to start is that as you grow, you bring on new people who are able to contribute at higher levels. One fact remains current with progressive companies; they are not looking for the traditional ‘employee mentality’, but instead intra-preneurial and entrepreneurial thinkers who will challenge the status quo and push your team forward……perhaps kicking and screaming. There is good talent out there with modern skill sets and technology acumen. Please do not overlook bringing a few superheros on board, they are out there. ‘Hire slow and fire fast!’
  5. 5. 5 A different view of hiring? To help you we have developed a multi-step hiring process for our clients. We created this because we believe that it’s more important to hire the right person than to hire the right skill set. We can always train for technical skills and acumen, but rarely for attitude, leadership and influence. Step 1 – Meet your key stakeholders. Truly listen to what is needed, how your culture works and what type of fit will be the best. Do not source in your image, but for business impact and who will challenge the status quo. Spend lots of time with your team in this process. Everyone is involved. Together, develop fresh job descriptions. Step 2 – Post the position on free services like social media, the Canadian job bank and other online sources. Most recently we have successfully used LinkedIn as the tool of choice. The investment is small, but the results are tremendous. As more business professionals use this tool for networking and branding it is where you will most likely find your next leader. Of course the success of web and social media will depend on your network, data base and connections. (We hope you are on board with these new platforms.) Step 3 – Once the resumes have been collected, sit down with your team and review them based on the criteria you have set (job description). Separate the candidates into “A”, “B” and “C” piles. (‘C’ stands for crap.) Step 4 – The “A” pile is then called and given a phone interview. This interview is designed to find out about them as a person. To learn about their thoughts and feelings toward business learning, potential, self development and what kind of success they’ve had in their careers. Detailed notes from each interview are taken and shared when completed. Note: If you need help we have done this type of behavioral work for over a decade. We see and hear things you will miss, and besides, most of our clients are busy running companies and little time to dedicate to this critical step.
  6. 6. 6 A different view of hiring? Step 5 – Depending on the number of qualified candidates set up a full day of face-to-face interviews with yourself and one of our team members at your location. You may want help with facilitation of the interviews and looking for the traits and behaviors you are not trained to identify. Get good at studying verbal communications, body language and patterns in responses. Get coached for what to observe and look for. Step 6 – After the two sets of interviews are conducted, 2-3 final candidates are chosen. At this point have them come into your office for a couple of hours each and have them interact with the people they will be working with. This allows the team to have some input and to see the person in a real work environment. Step 7 – Have each of the final candidates take an online profile. This allows you to observe their thinking styles, behavioral traits and top interests. They are ‘job matched’ for what you are looking for. This process is measured. We have found Profiles International to be one of the best tool for this type of work. Step 8 – The final candidate is chosen and offered the position. Work with the new candidate to implement a 90-day Business-Success Plan. This plan ensures the new hire is getting the coaching and mentoring they need and performance expectations are clear and measurable. Stay involved over the 90-days to ensure support and feedback as offered where needed.
  7. 7. How a robust on-line assessment and profile tool will help you find the best candidate 7 According to a study conducted by the Harvard Business School, making poor hiring decisions can cost a company as much as three times an employee's annual compensation package. There is a better way. Online Profile Assessments How it works You determine the skills and attributes you want in an ideal candidate As you select candidates you feel are a good fit, you have them take an online profile assessment, which compares their score with your criteria. Once the candidate has completed the assessment (takes about 1 hour) you instantly receive a comprehensive report detailing how the candidate matches the following: 1.Thinking style 2.Behavioral style 3.Top interests as they relate to the position Why it’s different The profile is not a test that provides a “pass” or “fail”; rather it displays the truth about the candidate. There may never be a perfect match, but you want to find people that have as many of the key attributes you’re looking for. Some people can be very persuasive in a job interview, this test removes all of the “telling you what you want to hear” portion, and gets down to who the real person is.
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  9. 9. Why each of the 8 steps are important? 9 Have you ever hired someone, was excited and pumped and three months later you are wondering who hired this plug? Believe us when we tell you this happens more often than you think. Many recruiters out there will tell you they offer a guarantee. Although it offers an out for them, think of all the time, resources and energy you put into finding the WRONG person! Ouch. Although anyone you source to help you must stand behind their work, we believe that if all steps are followed and the candidate ends up disappointing you or even quits, we need to have a robust dialogue with that person’s manager or even you! The planning and strategic goal setting of our process is the most critical element. If the person hired begins to fall off the tracks, you will know within days or weeks, not months or years.
  10. 10. Additional considerations 10 When planning your recruiting endeavours please consider the importance of the following: 1. Business professionals and ultimately the candidates you are looking to attract will undoubtedly search not only your company’s web site, but also you. Please ensure that what they find is an accurate and up to date representation of the image and brand you want to portray. 2. The impact and influence of social media has grown significantly over the past few years, to the point where it now plays a major role in recruiting great talent. If you have not already embraced this new media, please do so. 3. Ask unique and different interview questions. Typical questions can be practiced and anticipated. Mix it up with questions that will not get a rehearsed response. Contact us for some examples, it will be worth the call. 4. Know how to read body language and behavioral signals. This may involve bringing in some help. The payoff is well worth it. There are many things being said beside ‘words’ in an interview. Learn to recognize the shifts and reactions to questions. 5. Get your people and culture involved. First, know your culture and what makes it work. Then look for fit (not compliance) to your team’s dynamics and strengths. Hire people who will challenge the ‘normal way of doing things’. Allow the team to interact, observe and provide feedback. Bring in the top candidates to spend time interacting with your team. Everyone’s feedback will be invaluable and they will feel part of the process too.
  11. 11. What makes our team unique 11 We are also business people – We know what it takes to grow a business from sales to service, from finance to operations. We have led our perspective markets for over a decade. We too have struggles through the recession. We have experience – We have coached hundreds of organizations and thousands of individuals. We have been specialists in behavioral psychology for over a decade. We know what makes teams work and what makes them fail. We have worked in the trenches, not a fancy office. We challenge your status quo – We speak the truth. That’s it. We represent your business and what is required to grow it. We will challenge you, your ego and help you get the crap out of the way. (All our clients tell us this is what they like most about working with us!) We produce results – Our system has been proven to be over 90% accurate in finding the right people for your company.
  12. 12. What people have to say about this process 12 “In hiring a sales professional, I wanted to use someone I could trust to support us and help me in the process. I also wanted to work with someone who knew my organizational culture and had an extensive business background. Working with The Thornton Group ensured I was able to hire the best person to fit my growing team. Neil used his extensive screening and hiring experience to not only hire the best person, but to develop a plan to ensure their success. All of my team was involved in the screening and selection process.” Arie Barendregt, General Manager, FormFlex “We recently required a new Plant Manager. I contacted Neil to help me out. He took care of everything for me, the job posting, telephone interviews, etc. He narrowed the numerous applicants down to five people. All five of the people that Neil chose were excellent. I had the difficult job of choosing only one! Neil did an excellent job helping recruit our new plant manager. He knew what I wanted and he delivered.” Mario Forlenza, P. Eng Vice President, Modern Mosaic Ltd.
  13. 13. A few clients Here are just a few companies and organizations we have worked with: 13
  14. 14. Bio For over 20 years I have worked with business owners, senior managers and human resource leaders in the field of business development, marketing, team training , coaching and skills development. During this time, I have learned a lot about what works and what does not work when it comes to building winning teams, people and companies. As the president of The Thornton Group, I have made a commitment to share what I have learned along the way. My goal is to help you and your team to better position your organization to compete and win in an ever-changing business landscape. A key trend I have observed is that what it takes for a business to succeed today has changed. Gone are the days of only competing on price and so-called service excellence. Everyone has great service today, that is a given. It is now your people who make the difference; and these same people are dealing with intelligent, web savvy customers who demand more and can broadcast their experience out to thousands of people in an instant. Your people must be growing and learning faster than the market demands, or you are in deep trouble. 14 In times of change, those who are prepared to learn will inherit the land, while those who think they already know will find themselves wonderfully equipped to face a world that no longer exists." -Eric Hoffer Neil Thornton The Thornton Group Direct: (905) 401-1434 neil@thorntongroup.ca

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