By Executive Coach, Karen Nutter
Last year, I received a call from a healthcare institution that had a department that wasn’t producing the results expected of them. Individually, each member of the team was more than capable, but together they were generally ineffective, and not providing the level of service desired. We developed a training series for the group that not only enriched their understanding of themselves and their colleagues, but also provided management with insight into each member of the team.
Within the first three months, the team dynamics had changed and their service levels were on the rise, but two team members were still not meeting expectations. After some one-on-one coaching with each employee, I was pretty sure I knew where the issue was – they were not well-matched to their job roles.
Yes, both employees had impressive resumes with strong educational backgrounds, and solid experience in their field. However, while they possessed the skills needed for their position, their job functions were not aligned with their intrinsic motivators. And, when a person’s true motivators are not being activated, the likelihood of them being effective and productive is almost nil.
Look Beyond The Window Dressing
To test my theory, I conducted a job-matching analysis and had the employees complete a DISC Assessment that focused on motivators and behaviors. The results showed the disconnect in full color, and we then looked at how best to address the situation without losing valuable members of the team.
It may sound simplistic, but when trying to fill a position, it’s best if you know what kind of person you need for the job, and then know who you’re hiring. The requirements of a job extend beyond physical and intellectual abilities and skills. In my article on ensuring a good fit, I talk about how different positions require specific skillsets and behavioral traits. To know whether or not a job candidate is a good match requires knowing more about them than what is listed on their resume, and understanding more about them than what they tell you in an interview. To hire the right person for the job requires you to look past the window dressing, and get to know who they are internally.
Assessments Increase Your ROI
Each employee you hire is an investment in your company, so it’s extremely important you get a good return on investment. The organizations using assessments and benchmarking as a part of their hiring practices are more likely to find the best candidates because they eliminate the potential for disconnect between the job roles and functions, and the candidate’s intrinsic motivators and behaviors. This simple process can increase an organization’s bottom-line as well-matched employees are more productive, and staff turnover is reduced.
Hire For The Team, Not Just The Job
The two healthcare employees who were not well-matched in their roles are still with the organization. We found a way to adjust their job roles and functions that not only created a more fulfilling position for them, but added value to the Team. Every successful business is a team, and by hiring for the benefit of the team, and ensuring a balance of abilities, interests, and personalities, you can create a well-balanced group that eagerly moves your business forward – that’s smart hiring!
“Every successful business is a team.” ~Karen D. Nutter
If you are an HR Professional, Recruiter, or Consultant interested in using scientific assessments for successful hiring, attend our Personnel Proficiency Boot Camp on October 17-18, 2018. Registration is currently open and space is limited.