Why Was Your Last Hire a Disappointment?

Why was the performance of your last hire, particularly if it was in a critical role, a major disappointment?

New hires, particularly with glitzy credentials or experience in a top organization, are often seen as a major coup that will move the company forward, but then turn out to be a disappointment. Why?

The answer is simple: The job description used for recruiting did not match the actual skills and experience required to succeed in the job.

π‚πšπ¬πž 𝐒𝐧 𝐏𝐨𝐒𝐧𝐭:

A company with a weak accounting function decides to hire a talented Controller. The primary job requirements that the company lists and puts into a recruiting post are:

β€’ 10 π‘‘π‘œ 15 π‘¦π‘’π‘Žπ‘Ÿπ‘  π‘œπ‘“ 𝑒π‘₯π‘π‘’π‘Ÿπ‘–π‘’π‘›π‘π‘’ π‘‘β„Žπ‘Žπ‘‘ π‘Žπ‘Ÿπ‘’ π‘Ž π‘šπ‘–π‘₯ π‘œπ‘“ 𝑝𝑒𝑏𝑙𝑖𝑐 π‘Žπ‘›π‘‘ π‘π‘Ÿπ‘–π‘£π‘Žπ‘‘π‘’. 𝐢𝑃𝐴
π‘Ÿπ‘’π‘žπ‘’π‘–π‘Ÿπ‘’π‘‘, 𝑀𝐡𝐴 π‘π‘Ÿπ‘’π‘“π‘’π‘Ÿπ‘Ÿπ‘’π‘‘. πΌπ‘›π‘‘π‘’π‘ π‘‘π‘Ÿπ‘¦ 𝑒π‘₯π‘π‘’π‘Ÿπ‘–π‘’π‘›π‘π‘’ π‘‘π‘’π‘ π‘–π‘Ÿπ‘’π‘‘.

But this post is not setting out to solve the problem of the weak accounting function, which has long monthly closings from its many manual procedures and poor utilization of its ERP package.

The staff is so tied up in merely reporting the results that they do not have time to analyze the results and make actionable recommendations.

A more appropriate job requirement would be:

π·π‘œπ‘π‘’π‘šπ‘’π‘›π‘‘π‘’π‘‘ 𝑒π‘₯π‘π‘’π‘Ÿπ‘–π‘’π‘›π‘π‘’ 𝑖𝑛 π‘π‘Ÿπ‘œπ‘π‘’π‘ π‘  π‘–π‘šπ‘π‘Ÿπ‘œπ‘£π‘’π‘šπ‘’π‘›π‘‘, π‘ π‘’π‘β„Ž π‘Žπ‘  π‘Ÿπ‘’π‘‘π‘’π‘π‘’π‘‘ π‘šπ‘œπ‘›π‘‘β„Žπ‘™π‘¦ π‘π‘™π‘œπ‘ π‘–π‘›π‘”π‘ .

A person with such experience is much more likely to succeed in the job and stay long enough to be promoted.

Over my 30+ years as a recruiter, I have developed a 5-step process I call β€œSmarter Search”.

The first step is to β€œDefine Success,” which is another way of stating what you want the new hire to accomplish.

In the case above, the person needs to start the process of a β€œfinancial transformation,” of which the first and most important step is reducing the monthly closing to free up time for other value-added activities.

Using the Smarter Search process has enabled our clients to hire financial experts who have add from $100,000 to $100 million to their bottom lines each year.

You can read about steps 2-5 at: https://bondandcompany.com/smarter-search.

Please feel free to reach out to me if you would like to talk to me about your company’s hiring processes vs. mine.

 

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