SKILLS WHEN HIR­ING STAFF

CityPress - - Tenders - TONYA LANTHIER projects@city­press.co.za

Peo­ple who are look­ing for ro­mance have re­lied on match­mak­ers to set them up with some­one spe­cial since the dawn of civil­i­sa­tion. Match­mak­ers could be friends, rel­a­tives or, in some cases, a pro­fes­sional who spe­cialises in bring­ing the per­fect pair to­gether. Times have changed, but the need for a cu­pid re­mains, and digital match­mak­ing sites serve a sim­i­lar pur­pose to­day.

The idea be­hind match­mak­ing – pair­ing peo­ple ac­cord­ing to their val­ues, goals and out­look on life – re­mains sound, and it doesn’t just ap­ply to ro­man­tic re­la­tion­ships.

Find­ing the right match when look­ing for new em­ploy­ees is also crit­i­cal, and it in­volves much more than check­ing off hard skills re­quire­ments like ed­u­ca­tion, train­ing and ex­pe­ri­ence.

For one thing, hir­ing an em­ployee who ul­ti­mately doesn’t work out can be very costly when you add up all of the associated ex­penses. But money is only part of the equa­tion.

An un­suc­cess­ful hire can take a hefty toll in lost pro­duc­tiv­ity, lower morale and re­duced cus­tomer sat­is­fac­tion.

To avoid mak­ing a bad hire, em­ploy­ers can bor­row a page from the match­maker’s play­book and use work­place match­mak­ing tools to hire the right per­son for their com­pany.

The good news is that such tools are widely avail­able and af­ford­able. Here are three ways in which hir­ing man­agers can best use these tools:

Cul­tural assess­ment

Hir­ing man­agers use this match­mak­ing tool to de­ter­mine if a can­di­date will be a good fit within the com­pany cul­ture.

A cul­tural assess­ment takes a look at a po­ten­tial em­ployee’s be­liefs, val­ues, out­look and be­hav­iour in the con­text of the work­place.

For in­stance, a com­pany that val­ues team­work might ex­plore a can­di­date’s ca­pac­ity for col­lab­o­ra­tion.

But for a role that pri­mar­ily in­volves soli­tary work, the com­pany would as­sess whether the po­ten­tial hire en­joys in­de­pen­dent pur­suits.

Val­ues test­ing

Just as match­mak­ing sites re­turn matches based on shared val­ues, work­place match­mak­ing tools ex­plore can­di­date in­ter­ests and ap­ti­tudes with the goal of pro­duc­ing a har­mo­nious on-the-job re­la­tion­ship. By as­sess­ing what em­ploy­ees value the most and tak­ing a look at their in­ter­ests, a val­ues assess­ment tool can pro­vide in­sights that help man­agers pre­dict how well the po­ten­tial hire will fit in at the com­pany and get along with co-work­ers.

Per­son­al­ity test­ing

Per­son­al­ity tests can be a great match­mak­ing tool for hir­ing man­agers.

The well-known Disc model iden­ti­fies four per­son­al­ity traits (dom­i­nance, in­flu­ence, steadi­ness and com­pli­ance) and pro­vides in­sights on how dif­fer­ent per­son­al­ity types over­come ob­sta­cles, per­suade col­leagues, co­op­er­ate with oth­ers and op­er­ate within or­gan­i­sa­tional struc­tures. Armed with this knowl­edge, man­agers can hire the right em­ploy­ees and put to­gether ef­fec­tive teams.

By us­ing these three work­place match­mak­ing tools, hir­ing man­agers can get a bet­ter idea of who the job can­di­date is as a per­son.

In­sights on be­liefs, in­ter­ests, pref­er­ences and prob­lem-solv­ing ap­proaches can be in­cred­i­bly valu­able in help­ing hir­ing man­agers as­sess how well can­di­dates will fit in at the com­pany and get along with the ex­ist­ing team.

Skills, ex­pe­ri­ence and ed­u­ca­tion are vi­tal fac­tors, of course, and there are also tools em­ploy­ers can use to eval­u­ate those as­pects of a can­di­date’s suit­abil­ity for an open po­si­tion.

But cre­at­ing a team that is ca­pa­ble of work­ing to­gether har­mo­niously is just as crit­i­cal to busi­ness suc­cess as as­sem­bling the right bal­ance of skill sets.

Hav­ing the “soft” skills cov­ered as well is good for busi­ness.

En­tre­pre­neur.com –

PER­FECT FIT The cul­ture, val­ues and per­son­al­ity of a can­di­date are cru­cial fac­tors to as­sess when hir­ing

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