“Begin With The End In Mind”

“Begin With The End In Mind”

By Gary K. Pino, FMP, SFP

I am sure that many of you are well aware of this Blog’s title: “Begin With The End In Mind”.  Although Stephen R. Covey introduced this phrase & Habit in his bestselling book, The 7 Habits of Highly Effective People, more than twenty-eight (28) years ago, it still has tremendous relevance to this very day … I say this because I have personally experienced the good fortune of this principle of leadership.  In fact, it has helped our Management Team take charge of what we create and make us more likely to achieve it.

Case and point:  Due to some new business development and growth, we have been recruiting for new Associates.  Through various IBP’s (IDO Best Practices) already in place, we were able to recruit, interview and hire top notch talent in a very timely & methodical way … and although all “ducks were nicely lined up in a row”, we purposely hired slowly taking into account a proven four (4) step approach -outlined in a book I have been reading – entitled Building A Magnetic Culture by Kevin Sheridan.  In a nutshell, Sheridan’s book covers “how to attract and retain top talent to create an engaged, productive workforce.”

Kevin Sheridan has educated us on the essentials and importance of building a Magnetic Culture; which he has defined as, “drawing talented employees to the workplace, empowering them, and sustaining an environment in which they are more likely to stay. Such a culture is marked by engaged employees who share a strong desire to be part of the value the organization creates.”

Sheridan’s four-step recruiting process parallels perfectly with our recent hiring expedition and mission, and overcomes or dispels the belief that “Many people think recruiting is simply selecting a candidate for the job.”  Sheridan’s four-step process includes:

  1. “Finding and determining the best person for the job”
  2. “Educating the job candidate on the position and organization before he or she is hired”
  3. “Onboarding successfully”
  4. Ensuring the organization delivers on what is promised to the job candidate during the hiring process”

With our aligning with the Begin With The End In Mind philosophy, and looking to sustain a magnetic culture, our recruiting process has fortunately enabled us to hire the best of the best by employing Sheridan’s four (4) steps plus our add-ons:

  1. Although this sounds rather elementary, locate and identify the most qualified individuals from a host of applicants (preferably through a Third Party Recruitment Consultant)
  2. Involve key personnel in the interview process
  3. Inform the applicant upfront about how the interview will be conducted
  4. Go through great pains to inform the job applicant about the roles & responsibilities of the job, (i.e., what it is and isn’t), as well as covering the make-up of the company prior to the Offer being formally extended
  5. After hiring the individual, put forth a concerted & meaningful effort, as well as a sincere initiative to On-Board with genuine enthusiasm
  6. “Walk the talk” … during the ‘courting’ and interview process, many magnificent, splendid and impressive adjectives are discussed about the job, the company and future opportunities … this is an opportune time to ‘belly up to the bar’ and come through with what you said you would do for the new hire.
  7. Keep communicating with the new hire … from the interview – to the formal Offer & Acceptance Letter – to the day before they walk into their new career.
  8. “The sky’s the limit” … help them identify and achieve their Professional Development aspirations and support & encourage their effort to identify a Mentor that works best for them and their career
  9. Maintain open channels of communication, be honest, trustworthy, ethical and maintain periodic pulse checks with them especially early on … and then continue this process

“The Proof is in the pudding” … right, CATIE, YASHA, SARA … and now, BRITTANY AND VICTORIA (welcome aboard!!!)

 

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