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Hiring A High Performance Team
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Hiring A High Performance Team

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Slides on recruiting the best staff presented at the 2008 Nomads managers conference

Slides on recruiting the best staff presented at the 2008 Nomads managers conference

Published in: Business, Technology

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Transcript

  • 1.
    • Nomads Manager’s Conference Cairns ’08
    • Day 4 –
    • Session: “Hiring the best staff"
  • 2. Hire the best forget the rest
    • The way its been
    • Costs of a bad hire
    • Benefits of a systematic approach
    • The 7 step process
  • 3. The way its been – 3 simple steps
    • • A CV or Resume – Look at a CV. CV's only give you the information the applicant wants you to have.
    • • An informal interview – A basic chitchat, with the employer doing most of the talking! Judgement is always based on “gut feel”.
    • • A cursory reference check – Usually done at the end of the process. At this stage the hiring manager has made up his or her mind and only listens to the positive comments, dismissing negative issues as being able to be dealt with via management and wall training.
  • 4. The cost of a bad hire
    • Recruiting, Screening, Interviewing, Hiring & Training costs 200 to 700 times the hourly wage rate.
    • There’s increased legal exposure every time you hire. In today’s litigious employment environment it’s very difficult to correct a bad-hiring decision.
    • Hiring “bad attitude” also has hidden expenses. Upsetting team dynamics decreases performance, triggers unhappy atmosphere leading to more resignations, more hires, more cost
    • They may just be unskilled at the role and we make no money
    • Hiring is only costly when it’s not done well.
  • 5. A systematic approach
    • By Hiring the right staff the first time we increase profitability by
    • Identifying high performers and screening out marginal or poor performers
    • Decreasing staff turnover
    • Avoiding legal problems
    • Decreasing wages on training time
    • Increasing staff moral
    • Decreasing our personal stress as managers
    • Meaning we can spend more time focusing on growing our business and having a good time
  • 6. A systematic approach
    • As a rule of thumb in most businesses:
      • One third of staff are top performers
      • One third are average performers
      • One third are below standard.
    • The challenge is to improve your talent pool during the selection process by:
      • Screening-out the bottom third of below standard performers.
      • Identifying the high performers and if necessary, average performers.