When the Perfect Candidate Turns Out To Be an Imperfect Fit

When the Perfect Candidate Turns Out To Be an Imperfect FitWhen the Perfect Candidate Turns Out To Be an Imperfect FitSelection Decisions are often about as accurate as a coin flip Inc.comWhat if we told you that one of the most important business processes and procedures for success also has a 50% failure rate. No, were not talking about the stock market or buying real estate think mora human capital.Recruitment is the single greatest risk point for any major corporation. Especially in todays modern hiring culture, employers are finding that the modern pool of candidates requires more than a steady paycheck and guarantee of benefits to ensure success. A poor hiring choice can be costly and time-consuming and is often cited as one of the largest concerns for companies big and small. The failure of keeping good hires, however, isnt solely on the individual or company at hand. Each player has a solid role in the success of each other. The employer has to set clear goals and expectatio ns and ask key questions during the hiring process to ensure the candidate is a good fit. Employees must do the same, by setting both short and long term expectations that allow them to achieve maximum longevity and success.It is important not just for companies to keep and maintain strong hires for their immediate growth but also for their long term future growth. Given the current climate of social media, one false move and yur company may be blasted all across Twitter. If you think making a bad hiring decision impacts your bottom line, wait until your reputation is in shatters when that same employee sends out a mass email that ends up circulated across social media platforms. All is not gloom and doom, however, as there are many steps companies can take during the hiring process to help improve both their decision making and overall retention rate. Here we delve into what it takes to make great initial decisions when it comes to recruitment and what employers can do when the per fect candidate turns out to be an imperfect fit.Lets Talk PrauffhrungionThe best way to head off trouble from the outset is to take preventative measures. In short, dont let failed hires contribute to negative perceptions of your company. Utilize a few simple steps to help eliminate risk and save yourself hassle in the long run. Interview ProcessAll hiring decisions begin in the interview room. Employers should ensure they are asking the right questions for the individual role at hand. Are you focusing solely on a candidates resume and experience while ignoring their character and its fhigkeit flaws? Ask educated and insightful questions that help you fully understand your potential new hire before they are in the door and dont be afraid to conduct more than one interview to flush out potential red flags. Integrating New HiresFor years the typical onboarding model has focused on the 30-60-90 day model of candidate integration. After the initial probation period, new employees will o ften only have contact with their managers or supervisors when an issue arises or during their annual review process. To ensure successful integration, be sure to be a company culture where supervisors abfertigung often to help gauge the status of new employees. A weekly, bi-weekly, or even monthly regular check up will not only help your new hires onboarding, but it also is critical for ensuring all levels of the management chain understand the full scope of daily business activities and short and long term goals. Be ProactiveAnother easy to prevent but frequently occurring problem is the failure to troubleshoot issues in a candidates performance. If problems are appearing in the department or delays or other complaints are rolling in its best to delve right in and address before things get out of hand. Often times new employees can have learning curves or may be used to their prior companys method of doing business. Addressing any issues in a proactive manner can not only avoid di sruptions but it can also allow you to retain otherwise quality candidates who may need minor guidance. Job DissatisfactionNow that weve dolled out our ounce of prevention, its time to talk about one of the most common reasons great candidates turn out to be not so great employees once theyre in the door. Job dissatisfactionranks near the top of new and long term employees top reasons for exiting a role. Want to avoid your company being added to the statistic? Here are a few common causes and tips for prevention.Being Underpaid Money may not be everything but being fairly compensated for your work certainly helps keep you happy in the 9-5 daily grind. Employers should perform regular market checks to ensure your rate of pay is in line with industry trends and reward those employees who go above and beyond with corresponding pay bumps.Lack of Management Another common area of strife is a feeling of lack of guidance with your supervisory staff. Have a recent hire that doesnt seem to be getting much done? Investigate whether they are receiving enough education and direction as to their role and the expectations of daily assignments.Aptitude Every job typically has a minimum set of requirements needed to perform up to standards. While initial interview screenings should plek up on many of these skills and abilities, some time nuances may slip through the cracks. Start by ensuring your interview process is best designed to help identify those with the resources needed to perform the job. Once that is nailed down, dont be afraid to supply special one on one training or continuing education to those employees who otherwise should be excelling.Attitude In the insightful Leadership IQ study, coachability and motivation were among the most frequently cited reasons for failure among otherwise solid new hires. Positive attitudes also had a high rate of correlation when it came high-performers. Add these results up and you have a strong connection between attitude and a candidates propensity to fail or succeed once theyre in the door.If you find a new employee whos attitude and motivation are lacking its best to address potential causes of the problem. In those regular check-ins that we mentioned earlier, ask your hire how they are adjusting to the new role and if there are any changes that may make them more fulfilled in their daily duties. A word of warning if you suspect an employee may be having personal or home life issues, approach the topic cautiously and with a hefty dose of consultation from your HR department.Team Dynamics From time to time, you may run across an otherwise great employee that just doesnt work well with existing team members. It may be personality clashes, or perhaps one person is well qualified but not a great people person.As always, avoiding the situation at the outset is ideal. Be sure to invite multiple levels of current employees into the interview process to help identify and head off potential mismatches. For exist ing teams, focus on creating a positive environment and encourage team building both in and out of the office. This multi-prong approach will help set your new hire up for success and can grow and maintain positive working and professional relationships.Time to Cut Ties?Despite your best efforts, there may come a time when that fantastic new hire might not be the goldilocks fits you envisioned. In the case of that unfortunate scenario, one of the most important steps you can take to minimizing damage and protecting company culture and brand is a successful and graceful offboarding. When all else fails, there are numerous steps employers can take to help make the transition a smooth and painless process for all involved. Timing and Access Absent a major event that makes firing an immediate need, try to time notice to your employee in a thoughtful manner. Avoid letting someone go at 4pm on a Friday afternoon which can give the impression youve sapped as much work out as possible. Earl ier in the week and day will give the ex-candidate time to adjust to their new unemployed status and also allows you to communicate the change to remaining employees rather than giving them the weekend to stew about what the firing means for their own long term job prospects. Severance Package If the breakup between employee and employer will be happening on amicable terms, consider offering a severance package to help ease the burden from the sudden loss of a job. Allowing benefits to continue for several weeks or until the end of the month is also not only a thoughtful gesture but may be required by law in certain cities or states. Whatever the terms, be clear in your communication to the employee when letting them off the hook to avoid any surprises and avoid burning bridges or sullying your employer reputation. Notice to Remaining Team Members Its not only the fired employee who is impacted by the decision to offboard. Existing team members will also have a sense of confusion an d perhaps even question their personal job stability in the event of an unexpected departure.Managers should get ahead of any potential problems by sitting the team down and discussing the firing in frank and professional terms. While some information may not be able to be shared due to HR concerns, communicating that their previous co-worker wasnt the right fit or that the remaining employers can rest assured they wont be next will come over much better than discovering an empty desk without any explanation. Respect the Employee and Process While its never exactly fun for anyone involved in the firing process, in reservierung to protect your company brand and reputation, (and, lets face it, to just be a good person) you should remember to remain respectful of the departing talent. Avoid burning bridges or degrading your former employee by spreading confidential information about the reasons behind the offboarding. Share the minimum detail needed to assuage remaining employee fears and do what you can to remain on good terms with everyone involved in the process. Acknowledge Contribution Sure, this employment opportunity may not have worked out, but that doesnt mean the entire relationship was a bad apple. News alert employees are human too. The perfect candidate may turn out to be an imperfect fit, but that doesnt mean they didnt contribute while they were with your company. Offer a thank you and do what you can to soften the blow. Not only will your reputation as a manager and broader corporate brand benefit, youll also help make someone elses day just a tad bit less horrible.Last WordsWhether its an employment or personal relationship, no one starts out thinking that everything will head south. Careful screening of candidates and a successful onboarding and training program can help up your percentage of success for retaining new hires. In the unfortunate event that things dont quite work out, quick and thoughtful action is best to help mitigate the negativ e outcomes on all parties involved. Last but not least, if youre on the exiting end of a bad employment relationship, remember that one companys imperfect fit may be the best thing to ever happen to another. Your just right match is out there

10 Companies Making the World a Better Place

10 Companies Making the World a Better Place10 Companies Making the World a Better Place If one of your New Years resolutions involves giving back or contributing to positive change, one of the ways you can achieve that is to work for a company with an inspiring mission. Whether a non-profit or a large company dedicated to social impact, there are plenty of organizations with open roles that will allow youto volunteer, give back or contribute to driving positive social change.No need to sacrifice a top salary in order to invest in your local, national or global community. Here are 10 organizations currently hiring and will make you feel good at the end of the workday.KIND Snacks How They Give Back We believe in inspiring and celebrating kindness. By improving the way we live, eat and relate to one another, we hope to foster communities that are healthier, more empathetic and embrace our shared humanity. Open Roles Brand Ambassador, Trade Production Assistant, Sr. Analyst RGM Pricing, Senior Manager Strategic Sourcing, University Ambassador, Director of Logistics, Process EngineerAccounts Payable Associate & more. What Employees Say KIND provides everyone with opportunities to make an impact, and it is extremely gratifying to work for a company which not only creates the highest quality products, but that also has an incredible social mission. Team members have opportunities to actively untersttzung the KIND foundation, which includes participating in days of service where the entire company volunteers in our local communities. KIND is working every day to create initiatives that drive positive social change, including KIND people, KIND causes, Empatico (to name a few), and I appreciate that team members are always updated on the impact these causes have. - Current EmployeeSalesforce How They Give Back Salesforce.org puts the worlds best technology in the hands of nonprofits and educational institutions, so they connect their organizatio ns and accelerate their impact. As a social enterprise, the more missions our technology untersttzungs, the more we can invest back into the community, creating an endless circle of good. Open Roles Finance Manager, Senior UX Product Designer, kapitnspatent Counsel, Digital Strategy Manager, Associate Customer Success Manager, EVP CSG, Data Science Lead & more. What Employees Say In addition, the culture of the company is great. Not only are you encouraged to support your colleagues but youre also encouraged to help the community. Volunteering is a big part of the company and trust and customer success are one of out most important values. Were not just saying it. Were actually practicing it too. - Current EmployeePhoenix Childrens Hospital How They Give Back Phoenix Childrens provides world-class inpatient, outpatient, trauma, emergency and urgent care to children and families in Arizona and throughout the Southwest. As one of the largest childrens hospitals in the country, w e provide care across more than 75 pediatric specialties. Every day our clinical, professional and support staff work collaboratively to deliver on our mission to provide hope, healing and the best health care for children and their families. Open Roles Mental Health Therapist, Clinical Doc Improv Educator, Pre-Access Specialist, Pediatric Nurse Practitioner, Clinical Supervisor, Physical Therapist, Clinical Nurse, Genetic Counselor & more. What Employees Say The whole hospital works as a team to provide outstanding quality care for the patients while also helping staff grow and develop in a healthy, positive environment. Its a phenomenal place to learn and help children heal. - Current NurseAmerican Red Cross How They Give Back The American Red Cross prevents and alleviates human suffering in the face of emergencies by mobilizing the power of volunteers and the generosity of donors. Open Roles Disaster Services Coordinator, Regional Account Manager, Development Operations S pecialist, Corporate Regional Philanthropy Officer, Manufacturing Instructor, Youth Services Coordinator, Regional Preparedness Coordinator & more. What Employees Say The mission and values of the Red Cross are outstanding, and knowing Im a part of an organization that helps save lives and make a difference in communities across the nation. - Current EmployeeBill & Melinda Gates Foundation How They Give Back Guided by the belief that every life has equal value, the Bill & Melinda Gates Foundation works to help all people lead healthy, productive lives. In developing countries, it focuses on improving peoples health and giving them the chance to lift themselves out of hunger and extreme poverty. Open Roles Enterprise Architect, Program Officer, Senior Program Office of Neglected Tropical Disease, Senior Salesforce Administrator, Deputy Director of Strategy & more. What Employees Say Im constantly inspired by the work supported by BMGF, which impacts some of the biggest probl ems in global health. As a private foundation, they can take controversial stances and innovate in ways you often dont see elsewhere in development. I feel lucky to contribute. - Current EmployeeThe Nature Conservancy How They Give Back The Nature Conservancy is the leading conservation organization working around the world to protect ecologically important lands and waters for nature and people. Open Roles Applied Consideration Science GLOBE Intern, Executive Assistant, Events Manager, Director of Conservation Programs, Global Water Strategy Associate, External Affairs Advisor, Sustainability Fellow, Finance Manager, Philanthropy Writer, Development Program Director & more. What Employees Say Great conservation staff, very dedicated and smart. Ability to work with colleagues in other chapters and units across US and abroad. Nonpartisan approach, this nonprofit excels in bringing many viewpoints to bear on conservation problems. - Former EmployeeWounded Warrior Project How They Give Back Every warrior has a next mission. We know that the transition to civilian life is a journey. And for every warrior, family member, and caregiver, that journey looks different. We are here for their first step, and each step that follows. Because we believe that every warrior should have a positive future to look forward to. Theres always another goal to achieve, another mission to discover. We are their partner in that mission. Open Roles Outreach Specialist, Website Administrator, Sponsorship Specialist, Training Specialist, Systems Analyst, Government Affairs Director, IT Security Engineer, Physical Health & Wellness Specialist, Travel Specialist & more. What Employees Say Huge impact on the lives of warriors and their family members. Teammates are friendly and passionate about the mission. - Current EmployeeYear Up How They Give Back Year Up is an award-winning national 501(c)3 organization striving to close the Opportunity Divide by providing young adults ages 18-24 with the skills, experience, and support that will empower them to reach their potential through professional careers and higher education. Through a one-year intensive program, Year Up utilizes a high support, high expectations model that combines hands-on technical and professional skills, educational stipends, college-level coursework, and corporate internships at more than 250 top companies. Open Roles Program Manager, Director of Development, Admissions and College Enrollment Manager, Internship Services Specialist, Project Management Instructor, Operations Specialist, Development Data System Specialist, Recruitment Manager, Director of Corporate Engagement & more. What Employees Say Staff is mission orientated and well motivated. Everyone works long hours to accomplish the mission. - Former EmployeeChildrens Defense Fund How They Give Back The Childrens Defense Fund champions policies and programs to improve the odds for Americas children. We focus our advoca cy on the whole child because we believe children dont come in pieces. We seek to end child poverty, give every child a healthy start, a quality early childhood experience, a level education playing field, and safe families and communities free from violence- with special attention to children involved in the child welfare and juvenile justice systems. Open Roles Director of Legislative Advocacy, Development Marketing Director, Youth Program Associate, Special Assistant Policy Department, Director of Research, Business Affinity Program Manager & more. What Employees Say No better way to showcase your passion for Children and ensure they are able to thrive on the health and education front. If you are an advocate that is willing to work on improving a childs successful passage to adulthood then this organization is for you - Current EmployeeRobin Hood Foundation How They Give Back Over its 25 year history, Robin Hood has distributed more than $1.25 billion to hundreds of New Y ork City-based soup kitchens, homeless shelters, schools, job training programs and other vital services that give New Yorks neediest citizens the tools they need to build better lives for themselves and their families. Open Roles Managing Director of Education, Senior Program Office, Program Associate of Mobility Team, Visual Designer, Software Security Engineer, iOS Engineer, Product Designer, Content Strategist, Corporate Accountant & more. What Employees Say Amazing people, incredible mission. Everyone who works there is so motivated and helpful. - Former Employee

How Two Breweries Grow Company Culture

How Two Breweries Grow Company CultureHow Two Breweries Grow Company CultureHow Two Breweries Grow Company CultureMarch 21, 2012 MatusonThe beer industry, long known for being recession-proof, has been one of the few bright spots in the current economy.Business is flowing steadily, particularly in the craft brewing segment of this industry. Many of ansicht companies are startups and small businesses, where the owners are the brand.In addition to being head strategist and marketer, these business owners find themselves in the roles of chief bottle washer and forklift driver.As the business launches, the need for workforce planningas well as a thriving organizational culture becomes more evident.Fermenting a Healthy Company CultureIts often a challenge to do workforce planning when so many variables are unknown.For example, will you be able to penetrate markets that have been owned by the big boys of the industry? And if you do, will production be able to keep up with demand?In situati ons like these, its a good idea to create several workforce plans. You can call one Plan A and the other, Plan A+, in case business goes better than expected.Bill Butcher, founder of Alexandria, VA-based Port City Brewing is a guy who believes in thoughtful workforce planning.I spent three years putting this project together, says Butcher about starting up his brewing company. Butcher knew he needed to hire a top brewer to make his plan a reality.Being a new company, he didnt have anyone in the talent pipeline that he could hire for this critical position.He posted his job opening and took his time sorting through 150 resumes, conducting interviewswith over 20 candidates.I dont rush into personnel decisions because people are so important. I dont take the decision to hire lightly. I do take my time in hiring people.Butcher wanted to make aya his new hires had a good fit personality wise for his company culture, and that I have found the very best skills and talent I can find.Brewing the Talent PipelineBill Graham, co-owner and co-founder of Ska Brewing Company in Durango, Colorado has been around for a lifetime in craft brewery terms. He and his co-founders have been brewing beer since 1996, long before craft brewers were cool.Grahams approach to workforce planning used the tried and true aspects of recruitment that all businesses use competitive salary, a retirement package and health insurance.When pressed further about his secret ingredient to a successful company culture, Graham revealed that it was beer.What makes beer unique, is that it is fun. Our product makes people happy, and therefore we feel that should translate to our people here at the brewery as well.Ska Brewing Company also takes advantage of its location in creating a great place to work.We are in the mountains of sunny Colorado. So that means our top managers are given ski passes and we have a lottery for a few other passes for the rest of the staff.Throw in an employee wohlbefinden program that includes health insurance, a corporate sports club membership, Monday Employee Yoga (one hour of instructed Yoga at the Brewery for $5.00) and a Wednesday evening Durango Wheel Club road bike ride.Workers also have access to an Employee Tap at the Company Tasting Room, where they can charge a few pints to their tab. Port City Brewing also includes beer on the list of employee benefits.Butcher is also working with his team to give back to the community.He explains Last week, we launched Project Shamrock. Our team came together and designed a float for the local St. Patricks Day parade. The human six pack. A big five-foot tall, wooden six-pack rolled down the streets of Alexandria, with six of our employees in tow.In this industry, its all about the beer and community. 2012 menschenfreundlich Resource Solutions. All rights reserved.Author BioRoberta Chinsky Matuson is the President of Human Resource Solutions and author of the highly acclaimed book Suddenly in Charge Managing Up, Managing Down, Succeeding All Around, a Washington Post Top-5 Leadership pick. Sign up to receive a complimentary subscription to Robertas monthly newsletter, HR Matters. Register today for Robertas free Profitability Accelerator Teleconference Series.