Full-time, part-time, remote, freelance… any kind of job arrangement is now available. And everyone wants to hire good people, but there are burning questions: how to find good people and how to keep them?
We have gone through step one: alignment of core values and you can find it HERE.
Now that you have that out of the way, it’s time for step two in the hiring process. These are my secrets of employing people in my company Solor where we have 92 percent retention. What do we do when we figure out a new person is aligned with our core values?
Job benchmarking foundation
To put it in simpler terms: this is a process of matching a person to a role based upon their Emotional Intelligence. The goal here is to have a person get the energy from a role instead of losing energy.
Remember: when an employee is losing energy from a job role, the only possible outcome is the creation of a toxic, gossipy, passive-aggressive atmosphere. And who wants that?!
Use the available tools
To determine whether someone is good for the role you need, there are plenty of tools out there. I use DISC assessment and recommend it as it has proven to me times and times again that the results I’m getting are right on the spot.
DISC divides people into 4 different categories, ensuring that if I follow it and match it with the role that’s “empty”, a new employee will feel comfortable in a new role.
Let’s put things into perspective
If a person applying for a job is a D/I, they are very driven and outgoing. Let’s say you want to put that person into the sales department where they have to make a phone call every week, maybe not even to make a sale but to create a relationship with a customer. You want them to be interested in the person on the other side of the line.
Your new D/I employee will not be comfortable with that. What drives them is commission, quick turnaround, fast transaction. And they will not get a single thing from forming a relationship with a customer. They lose, and you lose. No sales, and no relationship.
Remember that we are not all wired the same. We are not all driven by the same things. Some people what to climb the corporate ladder, while others want to stay where they are and create long-term relationships with their clients. Some want money, others want connections.
How to connect the right person with the right role and why do we use DISC
When looking for a new team member, you need to find a tool that is going to work for you. You need to know how will the people be triggered by a role, and how will they communicate in a role. What are the things that will cause a conflict in your organization?
We use the DISC method in my company because we are working remotely. Many companies have switched to this kind of arrangement due to the pandemic so I’m sure DISC can help you organize your company as well.
What is important when you work remotely is to have people who are task-oriented. High D and C will be great because they will be more independently capable than I and S styles. I don’t need to micromanage D’s and C’s because I know they will make the job done, even though they will do it a little bit differently than how I would have done it.
Put the tool to use for proper job benchmarking
I usually have a manager or someone who is high-performing in a certain role already to do a DISC assessment with people because he/she will know what they need for a specific role. They also go through an assessment together. They compare what is written in an assessment to what a manager needs a person to do in order to determine where exactly is a new employee on a DISC circle.
Why? You need to know if a High C will struggle to get into an I role, or a High S in a D role. That will allow you to coach your people better, to understand them before they are even hired to determine if this person is going to need a lot of coaching or will they feel like a role is made for them.
Our retention is so high (92 percent) because we do job benchmarking and we connect the right people to the right roles.
Hiring is subjective. It’s super difficult to find objective means to hire someone. Some people are better in a resume, some are better in an interview than others. That’s what makes us all unique!
But if you use the tools available, you get more objective data points.
Watch out for this
Tools available out there to determine the right role for a good employee are vast. However, always consult with your labor attorney. You want to make sure that whatever tool you use, it’s not causing an impact it shouldn’t have. You cannot discriminate against one body of people (race, ethnicity, sexuality….). This is a tool you don’t want to use.
This is why I recommend DISC, as it is non-discriminatory.
Whatever tool you use, keep in mind that you want people to gain energy from their role because if they are losing it, that will create a toxic workplace, gossipy, passive-aggressive atmosphere.
Even in this case, people can stay for a long time but probably won’t.
Keep your workplace energy-driven and keep it up for many years to come.
