In my post of Aug 3/08, I talked about how 80% of workers were at some level disengaged, and how the traditional hiring system perpetuates the problem by focusing on getting a candidate into a job, not job fit. Here are things that you can do to save our workforce from this creativity and productivity doom loop:
1. Make it easy for candidates to recognize that you are a possible fit for them by delivering your brand promise and keeping it. Making promises will get you more candidates, but you won’t keep them if you can’t deliver what’s expected.
- Select interviewees based on attitudes and values rather than resumes. Using the HiringSmart system, capture online the candidate’s attitudes towards work situations, supervisors and coworkers, rather than just where they worked and went to school. (See Resumes are BS)
- Understand their Cognitive Abilities. The most engaged employees are in groups where their coworkers share the same cognitive abilities: how they learn, listen, and communicate with others.
- Match candidates and managers who fit together. The number one reason people leave jobs is the relationship with their direct supervisor or manager. Understand them both and put them together logically where you can.
- Provide the Managers with a Coaching report on the new candidates. Outline what the manager/supervisor needs to do to keep the new employee engaged and productive.
If only 11% of organizations do this, there will be a huge change in the number of people who are disengaged at work. The spin off benefits to society will be staggering. Take a stand now and be one of the Engaged 11!
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