THE GOAL OF HIRING

The dream we all want to believe is the method of recruitment and the human resource tools we use work well. If it were that simple no one would have any problem with recruitment, hiring or human resources. Unfortunately just about every company does have problems in this area.

Human resource companies and hiring companies tell you to rely on them to handle your personnel problems, and if you do so for a long enough period of time then you will start to see a change in the quality of staff hired. To be honest that line might sells recruitment services, but that is about it, sometimes you see an improvement, sometimes not.

What is it you want to solve with recruitment? You want to know that when you hire the next person he is the right person for the job, you want to know that he can perform the actions you need.

Recruitment, hiring and human resources has been made very complex. But it isn’t, in fact it is simple. You could ask me a ton of questions about it, but what I am going to try and do here, in these lessons is answer those questions and make you understand the simplicity of recruitment and human resources.

What I am telling you is after two decades of working in this arena I know how the game is played, I know the solutions that work, I know what doesn’t and I can tell you with certainty that hiring is simple.

I have put these lessons together so that you can go into the recruitment battlefield or the human resource game and know how to win.

THERE IS ONE KEY FACTOR IN RECRUITMENT AND HUMAN RESOURCES, IT’S MORE IMPORTANT THAN ANYTHING ELSE, WHAT IS IT?

What is the goal in hiring? Who is it you want to recruit? There are a lot of people applying for and wanting jobs, but who do you precisely want? Maybe you know a lot of executives and managers don’t.

There is one factor that if you know and understand will make your life much easier. Knowing this, you will find your mistakes in this field diminish to almost nothing. You could call this the basic purpose in hiring or the goal of recruitment.

The recruitment playing field is full of wrong turns, wrong technology and wrong applications. There are so many ways to do it wrong, many of the wrong ways are used by reputable companies, so it is very important to know the right way.

What is the exact product you want from any recruitment interview? What key factor will improve your hiring results by leaps and bounds?

LET’S GET STRAIGHT TO THE PROBLEM

We meet someone who looks great, hire them and they produce good products! We go “Great, this is easy.” We enthusiastically hire another guy who looks good but this time produces nothing. What’s happening? We hire a third guy who doesn’t look that good, we don’t think he is going to produce anything special but he produces like mad and is soon the best producer in the company. We get enthusiastic again and hire a fourth guy who looks great but produces nothing. A fifth we hire, he seems like nothing special and a few months later you find out he is a thief.

You go “What is this? It looks like one should do well, looks like another shouldn’t.” But what you think when you interview these guys doesn't match reality. Has this ever happened to you? Some employees don't look great but produce very well. Other employees are very social, very nice but can’t produce a dime.

PRODUCTION

The basic reason you are recruiting this guy is simple and you might be tempted to think this is too simple. The field of recruitment and human resources has been turned into a complex mine field of confusion, yet it isn’t complex, it is easy to understand. I am returning it here to it’s basic simplicity so that anyone can recruit successfully.

The one thing you are looking for when hiring is PRODUCTION!

WHAT DOES "PRODUCTION" MEAN?

Why are you recruiting this guy? Is it because he has a nice resume? Is it because he has a university degree? No, it is because you need someone to produce a product and you believe he can. When hiring you are looking solely at if this person can produce what you need him or her to produce. That is all, and that is recruitment.

Every position in a company produces something and so when you are promoting someone to a higher position you are want to know if this person can deliver the product of this new, higher position.

Let’s look at this from another angle.

THE UNPRODUCTIVE V’S THE PRODUCTIVE

You can actually divide all people you are going to hire into two groups. The people who are going to help your company expand and the people who are going to harm it, you could call them the productive and unproductive, or the negative and positive.

The very negative has a very different motivation and looks at the recruiter very differently than the positive. The negative looks at the recruiter as being the biggest barrier while the positive is more interested in the job as a barrier. The positive looks at this barrier and tries to see “Is this barrier interesting to me?” While the negative looks mostly at the recruiter “How can I get past you?”

There is a big difference between getting a job and doing a job. If you cannot do a job guess what you have to develop? An unbelievable skill to get a job. Because of this you will often find the negative applying for jobs when he cannot do the work of the job. He or she is an expert in how to get jobs and reads all kind of books like “HOW TO GET YOUR DREAM JOB,” “HOW TO WRITE A PERFECT RESUME,” “HOW TO PRESENT YOURSELF IN AN INTERVIEW,” “WHAT TO SAY SO THAT YOU WILL THINK I AM GOOD.” These books all cover what the person should say, how they should answer your questions so that you hire them. There are loads of books on this subject, the product of which is someone completely skilled at getting a job, someone who looks perfect, beautiful resumes, beautiful presentation, but not necessarily someone who can produce anything.

When it comes to the recruitment interview you will see these two types of people asking you very different questions. The positive guy is normally not so interested in looking right and so he or she might say things to you that are not so expected. This person will ask you about the job and if the job doesn't look interesting they don't want it.

What do you think the unproductive guy is mainly interested in? The salary, he is interested in the money he is going to get and the benefits he will receive. The productive guy is mainly interested in the job and most of all how much of a challenge it will be. They both ask questions about what they are interested in when you are doing the hiring interview, so it’s easy to see which is which.

SUMMARY

Production is the key word in all recruitment and human resource actions. A person’s past production is the key to good and correct hiring. If you look for PRODUCTION when hiring it will make your life much, much easier.

The goal of hiring is to recruit a person who can produce the products you want in your company.

If a person has produced in the past he will produce in the future. But if he has not produced in the past then don’t think that suddenly by coming into your company he is going to start producing. Please don’t think that! He is not going to suddenly change because he is coming into your company.

NEXT LESSON: THE WORTH OF A RESUME IN HIRING