I wish you could have been there yesterday - I was finishing a meeting with the CFO of an organization that is struggling in the current economic downturn. As we parted, he shook my hand and made strong eye contact and said "I'm concerned about the economy, but not overly worried about us. We're going to make it because of our people."
Hm. This, from a CFO. I had come to make a sales call offering assessments and applicant tracking and hiring process improvements, and had thought that it would take some persuading for him to "get it." It didn't take any. He already understood. "Our strength is our people. We have to be very careful with who we hire or our team will not be as strong."
A quick summary - his organization is doing four basic things right:
* Automated online application with values-based screening questions. They get good information early in the process.
* Assessments that predict whether candidates are "hard wired" in a way that fits the job and culture.
* Job interviews in which candidates are asked to describe specific examples of their skills
* Simulations that gauge specific job-related abilities
The current news of layoffs may be creating the illusion that it will be easier to hire good people, but that's a mistake. It may be easier to get a mound of resumes, but it will just make it more difficult to find the right people for the right job. That's where good talent management comes in...
Want more solid HR insights from CFOs? I have found a wonderful (free) resource that is worth sharing. CFO Magazine has an excellent web site (click here - CFO.com) with a summary of their HR articles (click here). Enjoy!
Hm. This, from a CFO. I had come to make a sales call offering assessments and applicant tracking and hiring process improvements, and had thought that it would take some persuading for him to "get it." It didn't take any. He already understood. "Our strength is our people. We have to be very careful with who we hire or our team will not be as strong."
A quick summary - his organization is doing four basic things right:
* Automated online application with values-based screening questions. They get good information early in the process.
* Assessments that predict whether candidates are "hard wired" in a way that fits the job and culture.
* Job interviews in which candidates are asked to describe specific examples of their skills
* Simulations that gauge specific job-related abilities
The current news of layoffs may be creating the illusion that it will be easier to hire good people, but that's a mistake. It may be easier to get a mound of resumes, but it will just make it more difficult to find the right people for the right job. That's where good talent management comes in...
Want more solid HR insights from CFOs? I have found a wonderful (free) resource that is worth sharing. CFO Magazine has an excellent web site (click here - CFO.com) with a summary of their HR articles (click here). Enjoy!
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