Susan StammMy most memorable hiring experience was not my own but a colleague’s who came to work on my team. This was early in my career and the job was business-to-business sales without sales leads. In other words, every call was a cold call. I loved it and was pretty successful at it! Our sales team was skilled and when Diana joined our team we were asked to mentor her for her first 2 weeks. Then the company cut her loose.
Diana was sincere and thoughtful; we all liked her. She often brought food to share at our weekly meetings and was always pleasant. After a few weeks on the job however, she began showing signs of stress. She had three car accidents in her first 2 months: nothing major, but accidents for which she was responsible. She became quiet and seemed depressed. I watched her go from being confident and having high self-esteem to being quiet and withdrawn. She was let go pretty quickly and we never saw or heard from her again. Sometimes I think of her and wonder if she was able to recover her self-confidence and find a job that was a better fit.
Richard StammIt is hard to believe that I once took a job as a head-hunter! Had I better understood the requirements of the job and how it was in conflict with my real passion for counseling and helping others…I would have run the other way.
I had a background in Vocational Rehabilitation and was excited about applying my skills and knowledge to this new role. I spent a great deal of time with my clients and coached them, providing lots of ideas on how they could find jobs on their own when I could not offer them something that was a good fit. I ended up spending more time coaching people than successfully finding hires for our clients. I loved the relationships I was building and that I was helping others. I did not realize however that this was a sales job, not a counseling job. When I understood what was really required, I realized it was a terrible match for my skills and interests. The owner and I mutually agreed to have a parting of ways pretty early in my career as a head-hunter.
Sarah StammDuring college I applied to all of the local restaurants that were hiring around campus. Most of them, overwhelmed with college applicants, never even contacted me. One, a small, hip pizza shop focused on fresh, healthy toppings and a fun atmosphere called me back right away. Encouraged by the quick response and a philosophy that seemed in-line with my own, I quickly scheduled an interview.
Upon arriving at the shop, I was greeted by the store supervisor who, somewhat pompously, described his role at the store as he escorted me to the office. Expecting to sit at a desk and look over my resume with a head manager, I was very surprised when I was instead led to a computer monitor at standing level in the corner of a very crowded and tiny room that felt more like a closet. It was at this point that I discovered I would be having a Skype interview with some sort of regional manager miles away.
Unprepared for this sort of an interview, I felt confused and a few steps behind during the entire conversation. I left doubting the local store supervisor’s ability to run the shop without much guidance and left knowing I would not come back. A few weeks later, the pizza shop had a fire and closed down for weeks. I was happily employed elsewhere.
Robert JacksonMy role as the former director of a government internship program focused on the importance of proper employee on-boarding and mentoring. Although these interns were hired through civil service testing and an interview process, it was my responsibility to guide masters’ graduates through the management maze that is state government employment. Some fought the system and left government work while others thrived in the public service environment.
My most encouraging moments were watching those green interns graduate from the one-year development program and be selected by state agencies to serve in their first management positions. My greatest joy now is to reflect on the careers of many of those former interns who are now division or bureau directors as well as deputy secretaries in state agencies. This job was a great fit for my skills and interests!
We are people too! Our team has had hiring experiences along the way which have opened our eyes to the importance of this critical function. Hiring is the beginning of a relationship with your organization and one that, if not done properly, can cost the organization in many ways.
Our 30 years of organizational and team development experience supports the use of a tool like PXT Select™. It’s based on Adaptive Testing to give you the most accurate of results.
- Back-end hiring assessment administration (if desired)
- Dashboard to administer PXT Select™
- Hiring training Facilitator kits/workbooks to teach best practices in hiring
- Retention Facilitator kits/workbooks to ensure managers tend to your carefully selected hires
- First-line supervisory training to drive new hires (and others) to high levels of engagement
- Everything DiSC tools to develop a culture responsive to style preferences
- Coaching and Diagnostic Assessment tools for coaching and more