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Hiring Insights

Positional Profile (Part 2) - Skills, Organizational Placement, and The Big Why

Like the responsibilities mentioned in part 1, skills are placed on job posts, which means there is some degree of thought, and that's great-ish. Unfortunately, like responsibilities, companies don't think about them deeply enough, which results in vague descriptions, like the ones below ...

Positional Profile - A Company Lifesaver

There are two cliches that often get tossed around in business (hell, you'll probably read them on Fulfillingly more than once), and they are "Time is money" and "You have to spend money to make money." Unfortunately, and far too often, company's only pay attention to the first maxim and that can cause issues, especially in hiring.

They rationalize that the longer a position is open, the more money the company will lose. As a result, they hire quickly and that's never a good idea. This increases the chances of a bad hire, and that can easily cost the company 10X what the role is worth.

Now what these company's should be doing is combining the two adages. Yes, time is money, but you have to spend some of it, if you want a successful hire. And what they should be spending their time on, are these Positional Profiles.

What is a Positional Profile?

Quick Tip - Screening for Overtime

Work late and finish the task or work until the schedule ends and pick it up tomorrow - these are the two stances a company can take in regards to overtime. On the surface, this choice seems minor, but the position a company takes on the topic, will have a significant impact on the overall culture.

Now I've noticed that most companies can easily define their position on overtime. The real issues occur when they try to hire around this belief, which is why I've put together this quick insightful article.

Capturing Culture - The Art of Defining Your Values

At the start of my career, I was in advertising. To be more specific, I worked in the field of branding. Now for those a little less familiar with branding, it's essentially the practice of shaping people's perception of a company. Your goal is to have them quickly recall, relate, and understand the business. And if you're good, you'll get people to associate several key words or ideas with your company (Google = Innovative. Zappos = Customer Service. Fulfillingly = Prosperity. Etc).

Now if you're bad or don't attempt to brand your business, people will still relate certain feelings or adjectives with your company - They just won't necessarily be the same across the board and it won't be in your control. The brand still exists, regardless of action. And this truth, leads me right into company culture. You see, whether you dedicate the time needed to properly develop your culture or not, it's going to be there. You can either control it or pray for the best.

Candidate Personas - What They Are and Why You Need Them

Whether it's employee number 1 or 5000, a new executive or new cashier - each one has the potential to propel your company forward or stop it in its tracks. These two outcomes are why getting the hire right will always be crucial, and the reason why Candidate Personas are incredible valuable. By just taking this extra step, you'll see vastly different and positive hiring results.

Is Your Company Making This Disastrous (And Common) Hiring Mistake?

Selecting the superior talent from a pool of candidates - that's your main focus when trying fill an open position at your company. To reach this objective, most will concentrate on perfecting the interview process; screening resum├ęs more harshly, developing harder interview questions, performing more thorough reference checks, etc. And yes, this can certainly work when trying to find the best employee among a group. But, what if the group itself is, well, shit?