[et_pb_section fb_built=”1″ _builder_version=”3.0.47″][et_pb_row _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.0.47″ parallax=”off” parallax_method=”on”][et_pb_image src=”http:\/\/merrimanmanagementsupport.com\/wp-content\/uploads\/2019\/06\/Publication1-3.jpg” _builder_version=”3.0.101″ max_width=”34%”][\/et_pb_image][et_pb_text _builder_version=”3.0.101″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_font=”||||||||” text_font_size=”25px”]When it comes to hiring let\u2019s make sure we don’t fall prey to generalized wishful thinking.
\n“Oh maybe this one will work out just fine, they’ll fit right in and give me what I need.”
\nHello.
\nThis is the real world calling.
\nThem working out and fitting right in is up to us managers not the luck of the draw.
\nLet\u2019s face it every new employee will need to be managed in some way.
\nAnd because of this there are two key questions we need to answer for ourselves after an interview.
\nWhat will I have to manage if I hire this person?
\nAm I willing and able to manage this?
\nNotice these questions are not, “I wonder if this will be a good employee?” or “they seemed real nice and I like them.”
\nEvery applicant has the possibility of being a good employee for somebody and yet there is no escaping that they will have to be managed in some fashion – guaranteed.
\nWhat traits and characteristics do you pick up on that will have to be worked with?
\nWill they possibly be too talkative? Maybe – too reserved? Maybe not focused enough or potentially a bit slow and methodical? Maybe high needs?
\nIn what ways will we be supporting their development?
\nCould be anything. Believe me it is there; it will be something.
\nWhen we answer the first question, we can then go on to second one.
\nAm I willing and able to manage this?
\nWe’re not superheroes. We’re good at somethings and other things are just not our long suit.
\nAre we going to be able to coach, mentor and manage what we’re seeing in front of us during an interview?
\nSome of us have great patience and would happily manage someone who is high needs. For others, high needs will simply not work.
\nSome of us are excellent communicators and would dutifully manage someone who needs coaching and managing on their communication edge. Others – nope.
\nWe have to know what we are up for. What we are willing to manage.
\nBuilding a team takes hiring with managing in mind and no wishing in sight.
\nWhat pays off in hiring is an honest assessment of what managerial challenges any of us are ready and willing to take on.
\nAnd once we have found our hire let’s shake their hand at the door, accept them and get ready to go to work.
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"
When it comes to hiring let\u2019s make sure we don’t fall prey to generalized wishful thinking. “Oh maybe this one will work out just fine, they’ll fit right in and give me what I need.” Hello. This is the real world calling. Them working out and fitting right in is up to us managers not […]<\/p>\n","protected":false},"author":1,"featured_media":1095,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"
When it comes to hiring let\u2019s make sure we don't fall prey to generalized wishful thinking.
\"Oh maybe this one will work out just fine, they'll fit right in and give me what I need.\"
Hello.
This is the real world calling.
Them working out and fitting right in is up to us managers not the luck of the draw.
Let\u2019s face it every new employee will need to be managed in some way.
And because of this there are two key questions we need to answer for ourselves after an interview.
What will I have to manage if I hire this person?
Am I willing and able to manage this?
Notice these questions are not, \"I wonder if this will be a good employee?\" or \"they seemed real nice and I like them.\"
Every applicant has the possibility of being a good employee for somebody and yet there is no escaping that they will have to be managed in some fashion - guaranteed.
What traits and characteristics do you pick up on that will have to be worked with?
Will they possibly be too talkative? Maybe - too reserved? Maybe not focused enough or potentially a bit slow and methodical? Maybe high needs?
In what ways will we be supporting their development?
Could be anything. Believe me it is there; it will be something.
When we answer the first question, we can then go on to second one.
Am I willing and able to manage this?
We're not superheroes. We're good at somethings and other things are just not our long suit.
Are we going to be able to coach, mentor and manage what we're seeing in front of us during an interview?
Some of us have great patience and would happily manage someone who is high needs. For others, high needs will simply not work.
Some of us are excellent communicators and would dutifully manage someone who needs coaching and managing on their communication edge. Others - nope.
We have to know what we are up for. What we are willing to manage.
Building a team takes hiring with managing in mind and no wishing in sight.
What pays off in hiring is an honest assessment of what managerial challenges any of us are ready and willing to take on.
And once we have found our hire let's shake their hand at the door, accept them and get ready to go to work.<\/p>","_et_gb_content_width":"","footnotes":""},"project_category":[3],"project_tag":[],"class_list":["post-1094","project","type-project","status-publish","has-post-thumbnail","hentry","project_category-m2m"],"_links":{"self":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/1094","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project"}],"about":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/types\/project"}],"author":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/comments?post=1094"}],"version-history":[{"count":2,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/1094\/revisions"}],"predecessor-version":[{"id":1097,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project\/1094\/revisions\/1097"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/media\/1095"}],"wp:attachment":[{"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/media?parent=1094"}],"wp:term":[{"taxonomy":"project_category","embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project_category?post=1094"},{"taxonomy":"project_tag","embeddable":true,"href":"http:\/\/merrimanmanagementsupport.com\/index.php\/wp-json\/wp\/v2\/project_tag?post=1094"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}