Posted by: Joe Hoffman | September 27, 2009

The Art of the Hire Part V – Interests or Culture Match

So far in this series, The Art of the Hire, I have briefly discussed four of the six critical aspects of the prospective employee that you, the hiring manager, need to learn early in the process:

Art I   – Matching the applicant to the Knowledge, Skills and Attributes required.

Art II  – Matching their personal sense of Integrity and Work Ethic to your company.

Art III – Determining if the applicants “Thinking Style” meets the job requirements.

Art IV  – Answering the question, how will this person “Behave” on the job?

Art V  – Matching their “Interests” and Motivational drivers to your job, your company and to you.  The remainder of this post will address this.

Art VI – Personal Chemistry Test  About 30% of the final decision and a make or break issue for you.  My next post in a few days.


Interests and Motivational Drivers otherwise known as “Culture Match”

If you can honestly answer or determine the answer to the question, ”Why am I in this business?” and answer it across a couple different dimensions, then isn’t it prudent to hire people that share those interests and drivers.  The process of personally getting the answer is a lot tougher than you think but the results for your business can be breathtaking.  Jennifer Walzer has a great article in the her blog, posted in the New York Times Small Business section that explores this issue.  Read it here.

Her revelation came as a result of a consultant’s question,“Why do you do this, Jen?” he asked. Easy. “I want to eliminate business owners’ headaches and make their lives easier.” But this wasn’t quite right. After much discussion, soul-searching and questioning, the result of our session with Simon was this: I had started my company because I absolutely loved taking care of people. That was my “why.”

Once again, there are assessment tools available that will help identify both your own drivers across dimensions such as People Service, Creativity, Financial, Administration, Technical, Mechanical or Enterprising as well as assessing an applicant’s degree of match.  Doesn’t it just make plain sense that you would want your staff, even if it is only a staff of one, part time at that, to be on the same page.  To use Ms. Welzer’s case again, she found out that a number of her employees were in it for themselves, not because they loved “taking care of people”.  I am not suggesting that these two interests are necessarily incompatible merely that they are part of her business drivers.

Why is this important to you?  Unless you really want to micro manage everything, you must let your staff go to make decisions for themselves with the expectation that they will make the choices that you yourself would make.  If they have the same drivers and the same focus, the odds are, they will.

If you are in hiring mode or are thinking about a turn around in the recession being on the horizon, contact me at Quade Consulting.   With our support, you will hire great people and improve your business performance.  We guarantee it!


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