Step 1 of 4: High Performance Teams

Farmer plowing in Fahrenwalde, Mecklenburg-Vor...

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Make recruiting a process that is structure and tracked

What would you think of a farmer who decided to skip all the plowing and sowing and jump right into harvesting?   You’d think the farmer was deluded and crazy?  How can a crop be harvested if the seeds were never sown?  How can crops grow if the soil isn’t plowed and watered?  It would be insanity to think a farmer could go straight to harvest without doing all the things necessary to cultivate their crop.

This is how many organizations approach recruiting.  They have a critical opening and suddenly they want to harvest top talent.  Like the farmer they too need to cultivate the talent pool and sow their employment brand long before they start to harvest.  This means that recruiting has to be a process that is incorporated into the overall company culture .  It has to be an ongoing activity that is measured and tuned.

Here are some simple ways high performing organizations sow seeds and cultivate a healthy crop of top talent:

  • Promote their company as a highly desired place to work
  • Create relationships with potential employees as early as high school
  • Advertise their jobs to attract top talent rather than screen out applicants
  • Profile key jobs
  • Establish an ongoing relationship with a niche search firm

Of course, there are variables specific to every organization.  But the faster companies begin to cultivate their talent pool, the faster they’ll have the right people to hire.

 

Employee Engagement and Surveys

We came across this post on Mike Morrison’s blog and wanted to share it with our subscribers and clients.  Mike makes some very good points.  You can’t create an employee engagement or talent management strategy if you don’t understand the issues.  So often companies charge head with well-intentioned plans that fall short.  Instead of motivated, engaged employees they end up with a  skeptical and jaded workforce.  Much of this can be avoided if companies strategically hire people.  In short…

1) Understand the kind of people you need to grow profitably and competitively

2) Quit interviewing to validate resumes and start interviewing for performance predictability

3) Survey to understand the “real” workforce issues

5) Create a talent and retention strategy the accounts for generational issues and with an eye toward the future

Thanks Mike for the good info here ….

http://rapidbi.wordpress.com/2008/11/23/employee-engagement-the-solution-in-difficult-times/