Hiring is one of the most significant functions of leadership. Hiring people that fit the culture of the organization can be more important than focusing on talent and skills alone. Hiring candidates that are culturally fit with your organization can help companies improve employee retention, engagement, loyalty and organizational stability. Understanding behavioral styles and how candidates would fit into not just the company culture, but the team dynamics and the specific tasks they have to perform, is fundamental to the hiring process.
Results of studies over the years vary on the exact cost of hiring the wrong person. But unquestionably, a bad hire brings exorbitant costs in the efforts of time, training, productivity, disruption, and possibly lost sales. These costs certainly include a lost opportunity to have had the right person accomplishing the tasks.
Overall, hiring is an expensive investment as it takes one of the most valuable resources: time. Therefore, it shouldn’t be rushed. Every hire must add value and fulfill a strategic role that enables the vision of the business to be expressed and implemented.
If the candidate performs well at the interview stage and theres a personal connection, exercise careful consideration as you might be in danger of hiring yourself. Hiring candidates who reflect your characteristics is a costly trap many leaders fall into.
If you are a leader involved in hiring, ensure that there is a very clear idea of the job to be filled and the value getting the right hire brings to the business. Feeling familiar and comfortable with a potential hire might not be good for the business but it takes an evaluation. Understanding how to manage different communication and behavioral styles to best engage hires with the business is a key to the evaluation and solution/ answer.
Wise leaders hire and develop people who are smarter than themselves. To be a proactive leader, understand the gaps in your own skill set and look for candidates who are able to fill those gaps in order to build a team that can deliver continuous excellent outcomes. A well rounded team leverages each team members strengths to match the tasks to be completed.
The key is to understand how to manage individuals behaviors within a team environment. Successful teams will always include, for example, relationship builders as they glue the team together and manage stake-holders expectations. Strategists, who are the planners, steer the team to deliver required outcomes on time. Initiators, who are the take charge type, motivate and author changes in direction and pace if required. Reflective thinkers question and evaluate the details.? Such behavioral factors working together bring strengths to an organization or team but also present some blind spots. As a leader, it is important to understand this dynamic and use the knowledge to draw together a cohesive, balanced, and high performing team.
Hiring the right person for the right job should involve a variety of viewpoints and skill sets. You want your team to challenge each other to achieve at the next level.
Understanding communication and behavioral styles uncovers:
- Talents ? predictable behaviors that are ingrained
- Learned Behaviors ? behaviors that are developed or evolved:
- Core Foundations:
- Healthy Money Attitude
Leaders, heres your challenge: Use your understanding of different behavioral styles as a stepping stone guide to the right hire and:
- Be clear on the company and team values and company culture; who will fit in and/or what complimentary styles need to be added
- Evaluate the process, role, specific tasks and responsibilities that require an additional person
- Develop a benchmark for the “desired” behavioral style of the new hire that fits the role, the team and the company
- In addition to reviewing resumes, references and interview results, add a behavioral assessment for each candidate to see how close to the desired benchmark profile they are for another data point in the decision making process.
- Look at what the team will look like with the new person on the team (should there be a shift in responsibilities to leverage individual strengths?)
- Include a discussion on behavioral styles in the hiring process (this offers some really great discussions and insights that regular interview questions don’t provide.)
Invest time into building your team through both resume content and uncovering natural behavior, which provides stability over the long-term. Natural behavior is the unique mix of ingrained traits that shape how a person responds to other factors in their life that constantly change ? upbringing, workplace, learning, passion, relationships. Uncover this and you will have the right person in the right job delivering the right fit and will not have fallen into the trap of hiring yourself.