A Scout’s 8-Point Guide to Recruiting the Best Employees with eight simple steps to minimize hiring “turnovers” with any business.Glossary of Terms:
Draft = Workers Pool
Pick = Likely Candidates
Player = Employee/Candidate
Coach = Manager/Employer
Stats = Reference
Points = Sales/Profitability
Playoffs = Winning
Point 1: Begin with defined objectives. What do you need or expect from your players? What are the team expectations? What will be your benchmarks for measuring success?
Point 2: Construct a formal position description to convey a clear and comprehensive understanding of all your expectations. The same description can be used as a tool in future performance reviews.
Point 3: Contact the player’s former Coaches regarding their experiences or insights on prior performance, skills, and team and community relations.
Point 4: Check the stats. Is there a pattern? Where, when, and under what circumstances have the best results occurred?
Point 5: Check public records. Is there something that is being hidden from you? Is there something that you need to know? Whatever you find, look at it for relevance to the position, your team, and the most recent performance and attitude stats. It may no longer be an issue. Alternatively, an Attitude Evaluation may show it to be an innate tendency.
Point 6: Check Attitude. Evaluate the potential for different types of behavior – from attitude toward drug use, to degrees of determination, aggression, and ethics. You’ll not only receive essential insights into a player’s probable behavior, you’ll know whether or not they’ll “fit” within your existing team. The more sophisticated profiling tools, such as MindData’s, allow you to match your star players’ core characteristics with any you are considering in the draft.
Point 7: Verify all your findings with personal interviews and observations. Compare pros and cons in light of position requirements and team needs. Make certain you review all your findings as a whole. Don’t be overly influenced by either a potential positive, or negative factor in isolation. Many a coach has been fooled by past performance stats alone only to find that an unknown and undesirable attitude blocked talent from generating points.
Point 8: Check yourself. On a regular basis it is useful to assess your current recruiting, interviewing, and selection processes. Your analysis begins and may end with a simple question, “How am I doing?” Above all remember to build on a solid foundation. By ensuring a team with matched attitude, as well as talent, you are building strength on strength.
By administering MindData’s Attitude Indexes, you too can pick a winning team. For more information concerning how a PEO can assist you with addressing your employee recruiting practices, please contact an LLRG PEO Consultant (toll free) at 877.878.6463. The LL Roberts Group proudly uses MindData Job Candidate Evaluation tools. For more info on MindaData, visit www.MindData.com.
