Focus on Successs3.amazonaws.com/tm-portal/docs/2015/01/FoS-2014Dec.pdf · 2015-04-17 · •...

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Copyright 2014 TruMethods, LLC

Focus on Success Hiring top talent

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• House Keeping – Sound: VoIP or Telephone (Audio Pin #) – Type questions or raise your hand to speak – Webinar schedule is on the portal – go register! – Next Webinar – Virtual Sales Meeting:

• Thursday January 8th @ 2:00PM Eastern • Topic: Refocusing

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Focus on Success

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3 Keys to Hiring Top Talent


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#1 Defined Hiring Process


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• Defined hiring process – Job description – Application management system – Objective measurement – Interview steps and questions

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• Job Description – Specific to each job – Brief and to the point – List each key responsibility – Keep it simple


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Example


Position: Network Administrator Department: Managed Services Reports To: Chief Operating Officer Job Summary The Network Administrators are responsible for onboarding and supporting small and medium scale enterprise business networks, both remotely, and on-site. The Network Administrator will also work cross functionally with other Apex support teams to deliver comprehensive IT solutions. This position requires excellent communication and strong technical skills. Job Responsibilities

• Visit client sites in the Philadelphia Region to perform proactive and reactive network support services. • Consult with clients on technology best practices and solutions to business technology problems. • Meet with clients to discuss business technology needs and available options and solutions. • Provide technical documentation of existing system configurations. • Help customers keep technology in alignment with business objectives.

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• Application management system – The job application is a key element – Online vs. paper – Manage, sort and retain applicants – Prioritize and track applicants in the

process – Automate the process


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• Objective measurement – Don’t trust your gut! – Use objective measurements – Behavioral and aptitude testing – Stick to the process


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• Interview steps and questions – Have defined steps – Be clear with the candidate about the

process – Have prepared questions – What happens after what happens next


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• Build a virtual bench of talent – Always be interviewing – Manage past applicants – Social networking (some of the best

people aren't looking) – The “hot file”


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#2 Core Values


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• Core values are the heart of your company – Guiding principles – Framework for decision – Do you have core values? – Does your team live by them? – Would you fire someone who was out

of alignment? © TruMethods, LLC. 2014 - All rights reserved

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• Use core values in your hiring process – Emphasis on culture fit – The definition of an “A” player – Ask question about your core values – We ask applicants to write about our

core values


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• Members first • Be awesome

Actual response: “To me being awesome means always do your best. My goal is to come to work every day and work hard, efficient, and have a proven track record of results. You must be awesome, not only with members/customers, but also with colleagues. My enthusiasm to begin a career and be successful will be the driving force behind my striving to be awesome every day.”


TruMethods Core Values

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• “A” players live your core values • Knowledge and skill can be taught but core

values cannot • A poor cultural fit can turn a team upside-

down • Ask core values questions early and often

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#3 Well defined

Roles and Responsibilities


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Roles

• Functions in your organization – Service Delivery – Sales & Marketing – Finance & Accounting – Human Resources – Leadership & Management – General Administration


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Roles

• Create Roles to perform those functions • Roles are made up of:

– Cohesive tasks & activities – Organized into a repeatable process – Achieves a desired result – Direct relationship to revenue (Macro Picanomics)

• Roles are supported by technology • People are assigned to Roles


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Roles

• How do they know what to do? • How do they prioritize tasks? • How do they know if they did a good job? • How efficient are they? • Do you get similar results from all team

members?


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The 5 Service Delivery Areas

Network Administration • Proactive Technology

Management • Best Practices • Implement “Your Company Way”

Virtual CIO • Business impact of technology • Technology Summary • Design Desk • Budget Planning

Centralized Services • Monitoring • Automation • Service Efficiency • Cloud Services

Support • Remote Helpdesk • Onsite Service • How-to Questions

Professional Services • Implement new technology • Escalations • SWAT team

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Roles

• The more people that aren’t in a defined role – Increased management required – Less consistency – More reactive – Less efficient – Lower leverage – Culture & morale issues – Clients don’t get the end result


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Defined Process

• The specific tasks are defined • There is a method to organize & prioritize • There is a schedule for when they need to be

completed • Process documentation is created • Your people are trained


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Metrics

• We have objective measurements for the role • They are meaningful to the role • They are meaningful to the company • The team understands the relationship

between the metrics and the results


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Accountability

• Our team is accountable to metrics • We have a meeting rhythm established

– Annual – Quarterly – Weekly – Daily

• Our team knows when they are off track


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Summary

• Have a defined hiring process • Leverage core values • Defined roles and responsibilities


Focus on Successs3.amazonaws.com/tm-portal/docs/2015/01/FoS-2014Dec.pdf · 2015-04-17 · •...

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Transcript of Focus on Successs3.amazonaws.com/tm-portal/docs/2015/01/FoS-2014Dec.pdf · 2015-04-17 · •...