Close of Biz: Hiring Decisions

by Editorial Staff--South Jersey Biz | Apr 15, 2015
Close of Biz: Hiring Decisions …From the pages of South Jersey Biz…

How to find the right employee to fit into your company’s culture

Anyone who’s interviewed prospective employees for a job knows that not every applicant is a slam dunk. And while some may have all the credentials in the world, trying to judge if they would be a fit is far from an exact science. Here we speak with local business leaders to find out the best methods for seeking out diamonds in the rough.

Executive Vice President, National Employee Management Resources

Recruiter, Perry Resources

Owner, Express

What kind of intangibles do you look for in a prospective employee?

SS: Motivation, willingness and interpersonal skills are all high on the priority list. If someone has those three intangible assets, I want them on my team.

WB: The key intangibles we seek when interviewing and evaluating a prospective employee are professionalism, attitude, confidence, motivation and employment stability.

EM: Attitude, aptitude, work ethic and grit.

If someone may be a good fit, but doesn't have the experience, can they be molded?

SS: Our model is so different from the typical profile of “like” businesses that we prefer someone with limited industry experience. We are more interested in individuals who want to be successful in their position, whatever it may be, than those who have experience.

WB: There are some exceptions, especially for entry-level positions, but in most cases it is a safe bet that candidates with the required background, skills and experience are those most likely to succeed in a position.

EM: If you have the time and resources to train, then absolutely they can be molded if they have those intangibles we talked about. Unfortunately today, most companies do not have an ongoing training program at all levels.

What kind of gauges can you use to determine if an employee is succeeding?

SS: Engagement, innovation and the ability to provide solutions are always positive indicators of employee success.

WB: Gauging an employee’s success can be achieved by defining specific goals and benchmarks within the actual job description, and conducting annual or semi-annual reviews for the employer and employee to evaluate and possibly redefine established goals.

EM: We use an accountability system to compare our commitments to results. We stand before our coworker and report our daily and weekly goals and results. We are accountable to the team, regardless of rank.

How important is matching an employee’s personality with the company’s culture?

SS: This is critically important to us. We work hard, but we strive to provide an environment that is enjoyable for our staff. We are a fast paced business which can be very stressful at times, but if everyone isn’t on a similar page it only compounds those situations.

WB: Matching an employee’s personality with the company’s culture is one of the key factors in ensuring a mutually successful employer/employee relationship.

EM: I feel it is important. Culture is a result of the leadership and people quit on leaders before they quit the company.

Published (and copyrighted) in South Jersey Biz, Volume 5, Issue 3 (March, 2015).
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Author: Editorial Staff--South Jersey Biz


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