Last week, I interviewed a woman who had previously been an Office Manager for a thriving company. She understood that her job was one with wide-ranging responsibilities that required many and various tasks. When I asked what prompted her to resign, she replied, “When I had to sell the owners’ roosters on Craigslist.”
Had this woman’s job had been at a farm working with animals, this request might not have seemed so egregious. Once again, she was working in an office setting with many other employees, so a request like this was quite a bit outside the normal boundaries of the job and she felt taken advantage of.
This is just one example of the importance of having an accurate job description for every position. The job description helps the employee know what is expected of them, and gives them guidelines on how to be successful in the role. When an employee is asked to do something far outside the boundaries of the job, they can feel uncomfortable, uneasy, and unsure on how to proceed. This is not the way to build a productive and satisfying relationship with your employee.
I know, I know… writing a job description is boring, boring, boring! My clients tell me this regularly, and it is usually coupled with an eye roll. However, having a document that accurately describes the job can benefit both the employer and the prospective employee by laying out the tasks, responsibilities and expectations beforehand, in black and white. So if you don’t own a farm and aren’t in the animal husbandry industry, don’t ask your employee to sell your roosters (unless you write it in the job description!)
Then when the rooster crows, everyone knows what to expect.
“Stopping a piece of work just because it’s hard, either emotionally or imaginatively, is a bad idea. Sometimes you have to go on when you don’t feel like it…” – Stephen King, author
Many authors have described writing as a lengthy and arduous process. I myself have been in the process of writing a book for almost seven years now, and it seems I’ve been at it forever! And yet, as I put the final touches on my manuscript to send to the publisher, I am struck by how amazing this process has been (even though there were times when I wanted to pull my hair out). The learning, the soul searching, the patience and persistence have all been incredible lessons.
As I write, rewrite, delete, and continue to revise my vision, I realize that the process of writing a book is much like the process of interviewing for new employees:
TorreviejaYour vision changes as you go along. The book that I thought I was writing when I began this process is not the book that I ended up writing. I envisioned the process of writing a book was similar to the process of reading one – you start at the beginning and write steadily and smoothly until you’ve reached the end. I was unprepared for the amount of revisions, edits, rewrites and rearranging that occurs… and the same thing happens in the process of interviewing candidates for a position. My clients are surprised that midway through the process, we may change the job title, change the scope of the position or change the current department structure because we now have a better idea of what we need. You truly do not know what you are looking for until you begin the search, any more than I knew what book I would be writing until I started to write it.
best place to buy PregabalinNever, never, never give up. Wise words uttered from the amazing Winston Churchill. There were SO many times that I wanted to just quit writing. I got stuck, had writer’s block, or just became fed up with the whole process and would exclaim, “That’s it! I give up!” About that time, I would have a breakthrough that gave my book and my vision for it new energy. When you are interviewing for new employees, you will have bad days. You will think, “I am NEVER going to find someone!” Then, suddenly because you kept at it, a person walks in and renews your energy, both in the new employee and in your business.
It’s worth it. Much like completing a book, when you have finished the search, when you have found your Ideal Person and you have completed the hiring process, you feel like you could “leap tall buildings in a single bound!” You forget the times when you got stuck, frustrated, impatient, and the times where you HATED the process. Instead, you feel like you won the lottery!
While you continue the search for A-list employees (and while I complete this final phase of publishing my book), remember: Anything worth having is worth the trouble of making it happen, whether it be writing a book or hiring your next superstar. And stay tuned as my book, “Why Can’t I Hire Good People?” hits the bookshelves this spring!
You can’t have what you want unless you know what it is… and nowhere is this concept more important than in your hiring process. Here, I discuss just what that looks like, and the difference that makes:
In a North Carolina children’s ballet class recently, the teacher declared that the very next practice would be “Princess Day”. While all of the other 5 year-old little girls whirled and twirled in their beautiful gowns and frilly skirts, wearing tiaras and carrying scepters, little Ainsley came dressed as a hot dog: yes, an All-American Frankfurter hot dog, complete with mustard and a bun. (She also wore her Princess outfit underneath in case she got hot in her truly original hot dog costume.)
Last week, I was talking to a potential new client who confessed to me, “We just can’t find good people!”
“Would you recognize a good candidate if you saw one?” I asked.
“You know, I am really not sure,” they said.
Until we start with Step 1 of the A-list Interview Process, many of the clients that I work with have no firm idea what they want in an employee, outside of a certain job related skill set. Step 1 of our process is called the Ideal List: In other words, if you could have anyone that you wanted for this position, who would they be? What would they know? Dream Big! More importantly, we ask the question, “Why do you want what you want?” This process identifies the qualities desired in the ideal candidate, and often reveals quite a bit that wasn’t initially apparent.
In other words, instead of the Princess that you originally thought you wanted… maybe what you really want is a hot dog.
A few years ago, my daughter came home with Harley, a fish that she saved from certain death in her science class experiment. Reviewing the saga of Harley in a Fish Bowl and Harley in a Fish Bowl continued gave me a great reminder about the power of investing in your employees. I am sad to report that Harley is now swimming in the fish bowl in the sky after a long, productive life at the Smith house… May he rest in peace.
After the fish bowl was thoroughly drained and cleaned, it sat on our kitchen counter for a few weeks. Finally, I said, “Let’s get rid of the fish bowl. There is no reason to have it without a fish in it.” My family’s response was noncommittal, so the fish bowl continued to sit on the kitchen counter. I tried again asking, “Should we move the fish bowl?” Still no response. Then, recently out of the blue, Randy says to Katy, “Let’s go get a fish.” She screamed “YES!” and they scurried out of the house. One hour later, we had Coby, short for cobalt, a blue betta who is now swimming in the fish bowl on the counter.
All too often, we may need to quickly remove an employee. We tell ourselves that we HAVE to have that desk filled ASAP, and we frantically start looking for a butt for that seat. This can (and often does) lead to poor hiring decisions. To find the A-list employee that is ideal for the position, there must be space between the old employee that left and the new one that is coming in; the fish bowl must remain empty for a period of time. Don’t rush into anything new until you are ready. Take the time to contemplate and explore the options: Maybe you don’t need that position any more, or maybe that position should morph into something else. Or maybe, just maybe, it is time to hire the absolute BEST employee EVER! When you give it space and time, you and your team get the opportunity to review the job description, determine the ideal candidate… and only THEN begin to search for the next employee.
This newsletter is dedicated to Harley, who provided hours of entertainment and fodder for my most read blogs. RIP Harley!
I recently got a new/used car, and at the end of a long day of interviewing, I got in it to go home. It has one of those keyless buttons that you press to make it start (this is new technology to me). I pushed the button and… nothing. I began to try everything I could think of to get the vehicle to start. I discovered the “key” in the key fob where I turned the car off, then on again. I opened and shut all the doors. Nothing happened.
One of the employees who was leaving at the same time offered, “Beth, do you need some jumper cables? I don’t have any, but I could call somebody!” I gracefully declined. Even if she had jumper cables, I would not have known what to do with them; regardless, I was pretty sure the issue with the car was user error, not engine failure.
As I continued my discovery process (which really involved me sitting in the front seat staring out the window in amazement, hoping a solution would just present itself), my client walked by and said “Is the car in park?” The car was in reverse. I put the car in park and it started right up at the push of the button. Boy, did I feel like an idiot, and I can guarantee you that I have not heard the end of this from my client, beloved husband and friends (nor will I EVER)! It was such a simple fix!
“What is the point?” you may be asking yourself. Last week, an article came out about a tech company failing to attract female candidates. After some conversations, they realized that the job title they’d used for years (“hacker”) was not perceived as inclusive by potential candidates. Once they changed their verbiage from “hacker” to “developer”, they began to attract many more female candidates. Sometimes a very simple change (in this case, of one word) can make all the difference in the world. Read the article here.
The next time you find yourself not attracting the types of candidates that you want (or when your new/used car will not start), take a second look. Put your process (and car) in park. Take a second to review your job ad to ensure that the language you are using directly reflects the message you want to portray. Then, press the button and GO!
Meanwhile, I will be reading the manual for my car…
Last week, I interviewed a woman who had previously been an Office Manager for a thriving company. She understood that her job was one with wide-ranging responsibilities that required many and various tasks. When I asked what prompted her to resign, she replied, “When I had to sell the owners’ roosters on Craigslist.”
Many authors have described writing as a lengthy and arduous process. I myself have been in the process of writing a book for almost seven years now, and it seems I’ve been at it forever! And yet, as I put the final touches on my manuscript to send to the publisher, I am struck by how amazing this process has been (even though there were times when I wanted to pull my hair out). The learning, the soul searching, the patience and persistence have all been incredible lessons.
In a North Carolina children’s ballet class recently, the teacher declared that the very next practice would be “Princess Day”. While all of the other 5 year-old little girls whirled and twirled in their beautiful gowns and frilly skirts, wearing tiaras and carrying scepters, little Ainsley came dressed as a hot dog: yes, an All-American Frankfurter hot dog, complete with mustard and a bun. (She also wore her Princess outfit underneath in case she got hot in her truly original hot dog costume.)
After the fish bowl was thoroughly drained and cleaned, it sat on our kitchen counter for a few weeks. Finally, I said, “Let’s get rid of the fish bowl. There is no reason to have it without a fish in it.” My family’s response was noncommittal, so the fish bowl continued to sit on the kitchen counter. I tried again asking, “Should we move the fish bowl?” Still no response. Then, recently out of the blue, Randy says to Katy, “Let’s go get a fish.” She screamed “YES!” and they scurried out of the house. One hour later, we had Coby, short for cobalt, a blue betta who is now swimming in the fish bowl on the counter.