PD Strategies Blog

PD Strategies Blog

Performance and Development Strategies Blog is the informational place to get timely and purposeful articles on the issues that concern you most.

HIRE SLOWLY AND CAREFULLY

HIRE SLOWLY AND CAREFULLY
Hiring quickly can be a costly mistake. Finding the right people takes time but the right people will result in much more success. If you have read Jim Collin’s book “Good to Great” you know about how companies become great companies. Collins surveyed companies and found that their greatness was not due to a special sauce or a great product but rather because of the people in the organization. It all starts with high quality, high performing employees. Collins refers to this as getting the right people on the bus, the wrong people off the bus, and the right people in the right seats. Many companies find that selecting and hiring of the right employee is a daunting task. Some people just hire anyone who applies or, at best, may ask a few quick questions before making an offer. Before accepting an application or advertising you should have a clear description...
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EXPERIENCE OR POTENTIAL – WHICH WOULD YOU HIRE?

EXPERIENCE OR POTENTIAL – WHICH WOULD YOU HIRE?
It is a mistake to hire a candidate based solely on experience. This is not saying that knowledge of the job and the requisite skills and knowledge are not important. They certainly are. Of course, you want the right person for the right job. However, looking primarily for experience will produce disappointing results. I work largely with privately held and family held businesses. But in that arena I have worked with many industries ranging from real estate, construction, retail, service and hospitality, nonprofit, and manufacturing. I have made the same observation in all of these industries. Those running the business believe that their industry is different from others, so unique that the primary requirement is experience. Because of that mindset I have seen many bad candidates hired and many qualified candidates screened out. The hiring manager is using the assumption that as long as the candidate has previous experience in the...
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HOW DO I HIRE AN EMPLOYEE FOR MY WESTCHESTER BUSINESS?

HOW DO I HIRE AN EMPLOYEE FOR MY WESTCHESTER BUSINESS?
Your Westchester County NY business has grown and you realize you must hire your first employee. You are rightly concerned about bringing in a stranger and trusting that stranger to the business you have nurtured. You set out to hire the most qualified person but you feel more comfortable hiring a friend. Hiring someone because of friendship ignores the purpose for hiring someone in the first place—the fact that you need someone with specific qualifications to do a job. Jim Collin’s in his book “Good to Great” explains his research on how good companies become great companies. Collins surveyed companies and found that their greatness was not due to a special sauce or a great product but rather because of the people in the organization. It all starts with high quality, high performing employees. Collins refers to this as getting the right people on the bus, the wrong people off the...
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WHY YOU SHOULD NOT HIRE BASED ON EXPERIENCE

WHY YOU SHOULD NOT HIRE BASED ON EXPERIENCE
Employers and hiring managers make a big mistake when they use experience as the primary criteria for hiring a candidate.  This is different than saying that knowledge of the job and the requisite skills and knowledge are not important. They certainly are. Of course, you want the right person for the right job. However, looking primarily for experience will produce disappointing results. I work largely with privately held and family held businesses. But in that arena I have worked with many industries ranging from real estate, construction, retail, service and hospitality, nonprofit, and manufacturing. I have made the same observation in all of these industries. Those running the business believe that their industry is different from others, so unique that the primary requirement is experience. Because of that mindset I have seen many bad candidates hired and many qualified candidates screened out. The hiring manager is using the assumption that as...
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