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What is the use of twenty eighty rule on staff evaluation? |
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Can you differentiate performers, doers and trouble makers in your company? We can use a "Gauss Curve" to plot the productivity in relation to people in an organization. So, in any organization, you have people who are highly productive, some people with much less productive and the majority of people are in medium productivity. One could say that 80% of the result in an organization is created by 20% of the people. If you would take away the 20% most productive people, you would lose at least 80% of their result. In some companies, it's even like 5% of the people who contribute the 95% of the result. We call these productive people as "PERFORMERS". They are important and valuable people to any company. Their traits, attributes and characteristics can be objectively measured and identified. The next group is "DOERS" which is about 60% of your staff most of the time. These people can perform depending on who is leading them or who is running the company. It is important to get a "PERFORMER" to lead the "DOERS" so the "DOERS" can do more. Now we have 17.5% of people who are the"TROUBLE MAKERS". They create trouble to themselves and others easily, like making mistake, complaining a lot, arguing pointlessly, creating fights, etc. Worst is their performance is not stable that sometimes they do good but sometimes not that good. You may or may not have 2.5% of people in your company; who are DESTRUCTIVE that they do not want your company to win or to grow. They could affect the entire organization too. So it is time to review our goal of hiring on what type of people you are looking for and what type of people you will definitely not want to get them in at all. That's why you need a more reliable personality assessment test to be able to help you to screen those out even they look friendly and nice in the interviews.
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What are the top hardest jobs to be filled in the market? |
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Hiring the right people for the right job has enormous potential in resolving the top three problems for most CEOs are facing today: Hiring, Developing and Retaining the right people. Hiring correctly in the first place is very important given with the below critical facts: - Demographic trends show a serious shortage of management and leadership talent by 2020.
- Employee turnover costs a few weeks pay to many times the annual salary for the position.
- The percentage of average performers are getting higher and higher in many companies while it is hard to get and retain key executives.
According to the recent study from Manpower Inc, one of the top ten hardest filled job in the US as well as worldwide market in 2007 and 2008 is management and executive staff. So what does your company need to do to fill all the needed executive posts? To reduce the hiring errors and get the right people are therefore one of the top priorities for any CEOs or business owners of the company though most of the time the hiring job is delegated to the HR department. If your company cannot hire, develop and retain the right people, it is time to review your people management policies, as well as your hiring and people management skills. Come to our Performia training seminar which will definitely help you to improve your hiring and people management skills.
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Reference Check Techniques |
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Most often when you get any name of the references from your job candidates, they tend to select those who will definitely say everything positive about the person. In rare case, they will say anything very negative. So it is important to know how to assign the significance of whom you speak to, the reliability of their response and answers when your hiring manager does any reference check. But prior to conduct any reference check, it is also important for you to do your homework well on the candidate so you can be able to verify and confirm the data you got from the job candidate during the reference check. It is important for the hiring manager to "look" the data but not "listen", and is able to evaluate the data given by first understanding the emotional tone of people, know what questions to ask and can see through the logics of the data analytically. Â
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