Best Hiring Practices Step #1

Hiring new employees as we all know can be challenging!  How can it be easier on you you ask?  Finding the best candidates starts by attracting the right individuals!

Are you aware that right now the most talented individuals are seeking employment?  To seek out the “sharks” in the applicant pool, you will need to start by revisiting the job posting.  Are you using the suited language in your posting that will attract the “sharks”?  This is the first area to begin attracting applicants by utilizing NLP.  Questions attract, statements repel.

We were recently working with a client who was having difficulty finding an executive assistant.  There was certain skill set that needed to be fulfilled, however the challenge was finding the right mindset!  Once we were clear on the traits the client needed, we revamped the job posting.  We started receiving qualified applicants daily!  Following the multiple best hiring steps, within days the client had the top five applicants to choose from!  Not only were they able to fulfill the executive administrative posting…they also found a “shark” from those applicants to add for their sales/closing operations!

So I ask again, are you aware that right now the most talented individuals are seeking employment?  Some are even coming in under the radar simply to obtain a position!

For further info: call Deka R Knutson at 702-375-9330

Think Tanks and Vision Statements

Ever wanted to run a think tank and really get something accomplished?  Most teams struggle when it comes to the “execute” part after the think tank but in reality you could avoid all that with one simple step during the think tank session.  The answer to this is sometimes even buried in your own Company’s Vision statement when you overlook the fact that the word you have been looking for all along is right in front of you.

Vision,,, the trick is to actually run this step during the session and use it to increase your level of success on the far end of the task at hand.  Example, ask one of the team members what they will see when we take what we thought up in the “think tank” and put it into play.   This is pretty basic NLP stuff but yes, you will start the process of change based on your never sleeping un-conscience mind of following through.

Ahhh, you say, the “Vision” statement literally means “visualize” what you will see when xxxxx is accomplished.  Sounds trick right?  Well it is and people have been using this for years you just might not have heard or seen it pitched this way.  Play the game and see what you get.

Also make sure you run “outcome” based tanks ensuring it doesn’t turn into a “biiitch” session of all the stuff you aren’t getting done piled on top of the new found ideas you just came up with.

Examples;

“Bob what will that look like in 90 days, seriously describe it to me.”

“Susan, what will you hear from your staff when that is really in place.”

“Tim how will you feel walking to your next client knowing we have this system in place?”

These are just a few examples of some great questions to ask based on the “other side” of your hard effort of coming up with a plan in the first place.

Run it like a Business

Most every client we work with always ends up asking us for help with their business plan based on their Winslow Profile results.  Running a small business can lead to big returns as long as you know with great clarity what your ultimate “outcome” needs to be.

This approach to “run it like a business” is called an “outcomes based business plan.”  This is a very simply and non-complex version of how to have a great small business.

One of the first steps early in this process is to use a personality profile in order to gain insight into what drives your motivation.  Some people think this is a given but are shocked to get their results back and find that they are driven by something completely different than just “ambition.”

This is a critical part your success in small business since it will shed some light on not only yourself but the team you have surrounded your self with.  We have clients constantly come back to us and tell us that they never knew what all this really meant until they took a good look at the results.  Here are some examples of the traits we need to focus on for this…

Leadership

Responsibility

Contentment

Recognition

Mental-toughness

Just looking at these words might not seem like too profound but knowing what is behind them can really lead to some significant performance insights.

If we just focus on “recognition” alone there can be a ton of information to gain from just getting feedback on your scale or need of it.  Someone that is scores high for example on a scale of 1 to 10 is highly motivated by being recognized and recognizing others as long as they have a level of awareness to match it.  Science shows that this is a core motivator in the person’s goals strategies.  If this person is motivated by a higher need of recognition then we can capitalize on it by knowing when and how to give it.

On the flip side a person low in recognition will not “value” this level of recognition and will instead be motivated by a completely different set of values.  For example they will be motivated by being allowed to work alone and feel more successful doing so.

Again this is why we chose the Winslow Profile to begin with to use with our clients.  It gives us a great head start on finding out key factor like what we just mentioned above.

Your Business

This just hit the news wire from Las Vegas…the Winslow Profiles are perfect for this “perfect storm.”

Click here

Can you imagine what it will be like in the next six months as they try to go through all these applicants?  The Winslow is built just for this reason. A fast and 100% objective way to get through this huge pile of possible candidates.

Taking your Winslow Profile

We get lots of questions about taking the Winslow Profile so here are a few review items for you as well as a great video to help get you started.

******* Start with this video…

Purpose of assessment;

O   Used as a personal / professional performance enhancement tool, this assessment can be utilized by the employee to help support their personal career growth aspirations and overall job success.

O   This is not so much a test as it is an assessment that is 100% objective based on the answers that you select thus assessing your personality as it relates to the key scientific traits that relate to overall job success.

O   The value of the results will be directly related to how closely you follow the instructions in the audio file and how objectively you answer the questions.

O   Besides offering personal and professional growth, this assessment can also be used to support an individual’s performance as it relates to a team, group, or organizational goals thus providing the foundation for a dynamic system that builds toward success.

O   This assessment can be utilized as a benchmarking tool, relative to your current traits across the board, you can then use this snapshot for further development goals as they relate to your success in your current / future positions.

Tips for taking the assessment;

O   Follow the audio instructions closely for the “development” assessment, answering the questions “in the now”… not who you used “to be”, want “to be” or what you think others need to see you as… rather be in the present moment.

O   Carefully and truthfully answering the questions will assure the information you provide will be accurate and objective.

O   Take the assessment when you are yourself, not while ill or suffering from stress.  There is no need to be nervous, be yourself.

O   The more honest you are with yourself during this process the better your self-perspective results will be.

O   It will take and hour or so to complete, move quickly but not carelessly.  The more time you take to answer chances will increase that you will over-think the questions, your first answer will usually be best.

Call us if you have questions,  Joel 702-544-9907