Have you ever been in the situation where you are one voice in a group of people and you all have to come to a collective decision, but achieving this resolution is harder than getting a truthful sentence out of Donald Trump?
This conundrum pops up in the most unlikely places and usually ends with similar results:
You see my point?
Now, what happens when it’s a situation in work that you can’t agree on? Whether it’s deciding whose turn it is to brew up or collectively deciding between you all which person to hire for the vacancy you’ve got, the principle is exactly the same. Without clear communication, the process is doomed to failure. You can’t all sit in a huff and point the finger at each other when things go belly up. It doesn’t resolve anything, and it makes for a lot of bad feeling within the team.
Except that’s EXACTLY what happens 90% of the time. We’ve all been there, have we not?
Everyone complains when it’s their turn to make a brew and, in the big scheme of thing, it doesn’t really matter if Sheila doesn’t get her double macchiato with ten sweeteners and a Biscoff biscuit placed just-so on her saucer, does it? When it comes to critical hires, though, it’s a totally different matter. What happens if the members of the board (or the senior hire team) all have different ideas on what they consider to be vital requirements from the candidates? What happens if no-one is prepared to compromise or back down on their must-have characteristics because they don’t know everyone else’s reasons for why they want a particular attribute?
Chaos. Chaos is what happens.
Not only do you get a crappy atmosphere to work in, but the amount of time spent bickering over who’s right could be better spent overseeing other aspects of the business. And as for the hire? Chances are good that they will be long gone inside of a year because they aren’t a good match for the position, so you have to go through this ridiculous song and dance all over again. Surely there’s a better way than this?
Well, there is. It comes in the form of a short test from world-leading personality profilers The McQuaig Institute, who have over 50-years’ experience in producing exceptional psychological results. Basically, all members of the hiring team would take the same short test to determine what their individual priorities are in a new colleague. The results are then compared and discussed so that each board member knows exactly what their partners are looking for. Even if they disagree with these choices, with advanced warning of what traits their partners are looking for they can make certain allowances for them in the interviewing stage. With open dialogue and scientific results to back the process up, it is inevitably much more fruitful, and the hire is a success.
This job survey usually costs £200, but for a limited time, we are offering this for FREE to readers of this blog. That’s right – if you’ve made it this far you get a prize! To claim it, just get in touch on 01925 937 311 or email us at email@example.com.
Now if you’ll excuse me, Sheila is getting ratty because she hasn’t had her macchiato…