industries tend to look inward for business models. Let’s explore a much
more generic approach to staff selection and training. Let’s start with an
the overall leadership traits and duties that are ultimately the most important factors in selecting and developing a productive staff. Keep in mind that the staff’s attitudes and
behaviors reflect the corporate culture and its leaders.
The corporate leader, regardless of the title, must focus on doing the following:
function best when they have a sense that they are respected enough to be
capable of completing the job for which they were hired. They should be
appropriate amount of autonomy to make decisions and accomplish the tasks.
Employees need to believe they have the skills necessary to do their job, and if necessary, will receive the training and direction needed to be successful.
Some questions for the leader to ask:
there standards of conduct in place?
are disputes handled?
steps exist to minimize potential conflicts?
Are the goals set achievable?
Is a sense of mutual respect between employees
life-long learning and training encouraged?
dignity of all employees respected?
there measurements of accountability in place?
Is creativity and innovation encouraged and rewarded?
To repeat, the
team reflects the leadership of the company. The company leader must take
the time to design and implement consistent ethical guidelines for all the
employees. Careful planning for expansion is critical and the leader must not abdicate or delegate the selection of the team to others. So often this thoughtful planning
phase is not given careful consideration resulting in poor performance and a high turn-over rate.
Once the staff is in place, the leader must nurture and develop the personnel.
In addition to all the above, the leader must:
respond to energy and sincere enthusiasm and praise. The leader must
demonstrate these traits plus a sense of ethics. Each company has a
different look and
culture, but, the basic traits, in varying degrees, will lead to successful staff selection and training.
leadership must clarify the purpose of the work to be performed to the
employees and should present a clear explanation how what they will do
fits into the total
project and the corporate mission. Then the employee feels valued, respected, and can decide if he or she is a right fit for the company. Several studies and focus groups
report that money is not the reason staff are unhappy in the work place and eventually leave. They leave because they sense disrespect.
selection process both employer and employee can determine the viability
of the relationship. Personality assessment tools could be used in
addition to close
examination of resumes and references. A great way to improve the selection process is to present the potential employee with a case study type of challenge (perhaps
one already resolved), and see how the person reacts. Does this reaction fit the corporate culture? Perhaps more than one scenario could be presented, and the candidate
could respond in writing or verbally. This will provide real insight. On line applications do not effectively replace even the initial interview in my opinion. When using these tools,
they must be appropriate for the particular job description, not necessarily generic, and should be used as only a part of the hiring criteria.
During the interview process the candidate should be carefully observed and encouraged to talk. The resulting assessment should be
During this process, it
is important to realize that many employees change careers/jobs several
times during their lifetimes. The leader must also address the age
inherent in today’s world, and realize that there are great differences between the Baby Boomer generation and the Y generation. Today’s entry level worker is very cognizant
of “their time,” “their space,” and their sense of work ethics. Differing values shape people’s view of situations and need to be considered.
Successful staff selection and training depends upon vision, planning and communication on the part of management. Good leadership is the key.
© 2013 by Alice Conway