The Importance of Vision in Effective Hiring

by Michael Haberman on September 13, 2012 · 0 comments


Introduction- I am a big fan of assessments and a big fan of Theodore Roosevelt. So when guest poster Bill Ramsey wove the two together I had to post it. So here is The Importance of Vision in Effective Hiring.

How does a man earn a place on Mt. Rushmore?  Among his numerous accolades, Teddy Roosevelt, the youngest US President ever:

  • Earned highest honors for his service in war and peace:  A Medal of Honor, and a Nobel Peace Prize.
  • Was a prolific writer, even more an insatiable reader. Aside from the books he published, we still have 150,000 letters that he wrote.
  • Toured and studied vast stretches of Africa and the uncharted Amazon. 
  • Contributed animal specimens to the Smithsonian Museum.  As a child, he taught himself taxidermy.
  • Overcame a tremendously sickly childhood by embracing “The Strenuous Life.”  Even later in life, during his Presidency, he was known to skinny-dip in the icy Potomac River.  Unbeknownst to the public at the time, he also lost vision of his right eye while President while boxing in the White House.

In such a spectacular life, what would the Colonel himself rank as one of his most spectacular moments?  It was the moment when he:

“. . . got my first pair of spectacles, which literally opened an entirely new world to me.  I had no idea how beautiful the world was until I got those spectacles . . . . I could not see, and yet was wholly ignorant that I was not seeing.”  –The Rise of Theodore Roosevelt by Edmund Morris

It happened when he was 13 years old.  Teddy’s world forever changed the first time he put on a pair of glasses. 

Clearer vision

We could all use a tool to help us see our world more clearly. Quite simply, an assessment tool is a pair of glasses through which you more clearly see in the selection process. It doesn’t change what’s there it just helps you see more clearly. It will answer the questions:

  • How will John Q. Applicant best learn the duties of his new role?
  • How will he respond to his bosses?
  • Where will he struggle with other team members?
  • How does he make decisions?
  • Do his interests really align with the job he’s considering?
  • Will he want to lead or follow?

 

You can have answers to these questions before John Q. ever walks into the interview!  While John is there, you can even have HR-compliant questions provided for the interviewer.

Top three uses

Here are 3 uses for an assessment tool to help you see more clearly:

  1. Among a long list of qualified candidates, only some of those will fit well in your organization.  You can limit your interviews, thus saving time, to those who show strong potential to work well with your team.
  2. Management will be able to explain to the candidate what is needed from him/her and understand what he/she needs from management! 
  3. Surely you’ve heard this:  “[Mary] is absolutely amazing!  I wish I could have a dozen more like her!”  You can.  Identify and reproduce your top-performers.

Results

The proper use of assessments can produce several excellent outcomes that save time, money and resources. These allow you to:

  • Reduce turnover
  • Create teams that “fit.”
  • Help Managers understand what each team member needs.
  • Enjoy a stronger, simpler hiring process.

Improving your bottom line can be accomplished through the proper use of assessments. 

Author:

Bill Ramsey has a passion for helping companies find the right people. Thus he says If you’d like to try on a ‘pair of glasses’ you can.  Contact me at Ramsey@rightfithr.com , and I’ll provide a complimentary demo. You’ll be amazed at what you see.” www.rightfithr.com

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