The Seven Decisions in Making a Great Hire: Personal Goals

The Seven Decisions in Making a Great Hire: Personal Goals

The Seven Decisions in Making a Great Hire: Personal Goals

Once a hiring manager extends an offer, an applicant may know on the spot whether to accept.  On the other hand, if during the recruiting process, neither the hiring manager nor the applicant has considered the personal goals of the applicant, matters can get sticky.  At the point of the offer, the hiring manager should be certain of the talentskillsknowledgepersonalityexperience, and potential for long-term success of the person receiving the offer.  The hiring manager and the applicant should have established openly at the beginning of the interview process the goals of the applicant and evaluated these goals against the opportunities of the available positions as the process proceeded.

People accept jobs for three reasons:  money, responsibility, and location.  Money, responsibility, and location are the personal goals of the applicant.

The more emphasis a person puts on one of these three areas, the greater the person may find it necessary to reduce the emphasis on the other two areas.

If a person will only live in a specific city, that person may find it necessary to accept the income and the type of positions that are available in that city.

If a person insists on holding a particular responsibility among the areas of responsibility this person is capable of holding, the person may find it necessary to relocate to a place that has those types of jobs.

Oil roughnecks find jobs on oils rigs.  Zookeepers find jobs at zoos.

The connection between money and jobs and job and locations and locations and money can make one factor rise as another factor falls in value or preference.

Understanding the three reasons people change jobs helps employers select applicants based who fit.

Hiring managers who help applicants understand these personal goals during the interview process make better hires. These managers can also be better at assisting applicants who may not understand until deeper into the interview process, perhaps even after several interviews and an offer, that the position available is not one that the applicant is going to want once the applicant receives the offer.  These applicants can be expensive to the recruiting process, especially if these applicants have to discover from an exit interview at their current employer that they already have the job that is the best fit for their personal goals.

For some hiring managers, the interview process is intuitive.  For other hiring managers the interview process is a matter of method.  I find that I am most successful in any business matter when I start the day with methods and follow those methods every day.  The intuition seems to guide me better after I gain focus from the method.

To follow a method process in hiring, a manager examines the applicant for the match between the requirements of the position and the talentskillsknowledgepersonalityexperiencepotential for long-term success, and personal goals of the person receiving the offer.  If the match exists in these areas, making an offer is the logical final step in the Seven Decisions in making a hire.

Image: Vic/Flickr

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