Not a Member? Get access to HR news and resources that you can trust.
Standing desks and other innovative workstations can help counterbalance the negative health effects of sitting.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
Elevate Your Talent Strategy. Join us in Chicago, IL – April 24-26, 2017.
In recruiting, hiring managers often fill positions based on corporate-specified education levels and years of experience. This two-step checklist can give hiring managers a false sense of completion. When managers settle into the checklist mentality, they often fail to identify how the candidates can further enhance the entire workplace.
In an asset frame of mind, a hiring manager begins to take on a consultant role, looking at inefficiencies and weaknesses in the department and determining characteristics and strengths that may improve those problems. With this shift, hiring moves from filling a void to mitigating corporate inadequacy.
Once hired, employees quickly become assets or liabilities in how they affect the environment.
Average employees often meet job requirements but choose not to exceed them. Even though they have strengths to bring to the organization, they do not use those strengths. These employees are focused on completing the job, not helping the company succeed.
The best employees are assets. These employees typically exceed their pay grades in value and contributions. These employees use their strengths to improve inefficiencies and cut expenses. They often strengthen their corporate cultures by fostering teamwork and corporate respect.
In summary, average hires:
A resume should contain an individual’s historical display of strengths. However, the hiring manager must ask how a candidate consistently uses his or her strengths to advance the organization. Asset employees can clearly provide examples of how they improved a prior organization. In turn, the hiring manager can identify if the strength displayed aligns with a departmental void.
Sample interview questions for determining consistent use of strengths are:
Focus on Verification
Since nearly all departments have potential efficiencies that can be gained, a hiring manager must make use of additional tools to prove that a candidate will become an asset employee:
Hire Only Assets
Asset employees are vital. Changing from a checklist hiring approach to an asset hiring mentality can prove invaluable in increasing corporate profitability. Every new hire directly impacts a company’s culture. Each hiring decision provides an opportunity to hire an asset who can revitalize departments and companies.
Matthew Beecher wrote The X-Factor Employee: Hiring and Becoming an Irreplaceable Team Member (CreateSpace, 2011).
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Talent Management Conference & Expo
SHRM’s HR Vendor Directory contains over 3,200 companies