The simple matching process with Labor Types can avoid typical selection problems. It all starts with creating a performance profile and an understanding of Job Types and personal motivations.
In general, recruitment consultants face the following problem: a very good candidate appears, but you realize that their competencies do not really adapt to the requirements that you have to cover at that time. Don't you want a quick, agile and effective way to measure the competence of a candidate for a specific position?
There is a fast system that allows the critical requirements of the needs of a position to be matched with the candidate's hidden skills and motivations. As a selector using these techniques, you will discover that you will be able to close projects more quickly. Your clients will see you as a top-tier recruiter who brings added value to the search process. As a Manager you will quickly discover which are the types of work that motivate your team. For your new additions, you will be able to update them more quickly while minimizing rotation.
First, you have to realize what motivates people to perform at the highest levels. They can be divided into four basic categories:
Technicians
These are the candidates who enjoy the details, analysis and implementation of the technical and / or administrative processes. They like to understand what makes something work. They usually go into the details of the processes and sometimes they can be very eloquent talking about them. In fact, synthesis can be challenging for these people.
Managers
These people are good at managing and organizing teams to implement the results. They like to update and improve existing processes. They may not be very good technicians but they do well by building a strong team.
Entrepreneurs
This group is motivated by a challenging and fast-paced environment. Sometimes they make decisions without taking into account all the possible facts, but often they get results under pressure. Commercials usually fall into this category.
Visionaries
These are the creative or strategic thinkers within the organization. They present many new ideas and can provide direction to a team or company. Sometimes they are not very practical and occasionally they may lack the proven and effective management feature, however your ideas can create very good companies.
Once these differences are understood, you can use them to improve the process of merging candidates with positions. Thus the concept of preparing profiles based on the necessary performance for each position has its importance. In addition to including the skills, experience and academic requirements of a profile, it is very important to prepare a job description with a more global focus than what people need to be successful in that position, if not, you can exclude people with the potential to learn and acquire these skills. A good profile of these characteristics has to cover all the important aspects of the job including the key objectives, teamwork, management skills, typical problems that may arise, and technical objectives.
After preparing the profile in this way, simply organize each objective with one of the four Job Types mentioned above. This will tell you what type of profile the right person needs to have in order to be highly motivated and succeed in a specific position.
A key component of an effective interview is getting many examples of the candidate's main accomplishments. With these examples, try to categorize them into the four categories of Labor Type. The examples based on the following questions need to be considered:
Please describe your best professional experience.
This is a way to find out the type of job that motivates the candidate to do better. If the Job Type fits, perhaps you will find a candidate who will go the extra mile on similar projects or tasks.
What kind of problems do you like to solve?
It is necessary to get many examples to validate this question. Also, if the candidate tells you they are a problem-oriented person, ask for examples. Then categorize the examples with the Job Types to see if there is a solid fit.
Ask for examples of the work the candidate has done over long periods of time. This will determine if the Job Type has changed over time. For example, you can observe the progression of a Technician towards a Management function.
The objective of this form of Job Type evaluation is to avoid a mistake in selecting a candidate in the wrong position. Highly results-oriented people tend to perform less when they are doing tasks they don't enjoy. If you use this methodology you will not recruit, for example, a person for the position of Commercial Director when what he really likes is selling. The sale is Enterprising. Also, you will discover that the Engineer with good technical skills can be a good Manager with the ability to build and manage teams of exceptional talent. Otherwise, the person with an MBA and other stupendous qualifications may be a top-tier strategist but inadequate for budgeting multiple units in a company.
The simple matching process with Labor Types can avoid typical selection problems. It all starts with creating a performance profile and an understanding of Job Types and personal motivations. A key to management success is giving people a job with challenges that fit their interests. We believe this is good advice for selecting the best candidate for a position and for motivating your current team. This way you will be able to improve the performance level of the group and at the same time reduce staff turnover.
