Resumes are a Thing of the Past
Posted by: jhersey in Behavior, Clarity, Commitment, Culture, Leadership, Personal Leadership, Strengths, SuccessYes, it is no longer enough to see someone’s resume to know if he or she is the best person for that meeting planner or assistant’s job.
Long gone are the days when people were rotated through a position to find a match, or when a competitor’s star player signed on for the big bucks only to fail miserably in meeting very high expectations.
A bad hire today implies such high costs, that the future of a company may very easily be in the hands of the person in charge of hiring the best candidate for the job.
Today, you have to look beyond the resume when hiring a leader, because normally that piece of paper is more filled with air than a hot air balloon.
Presently, you have to hire leaders by measuring their cultural compatibility. Instead of regarding only a certain set of skills, first you have to consider the person’s behavior and attitude towards the meeting planner’s environment.
In fact, there are 4 criteria that are crucial when hiring or promoting someone to a meeting planner or assistant’s job:
Attitude
It is not easy, but is a must, to identify a “can do” leadership attitude. This requires observation, open-ended scenario questions, and self-confidence demonstrations.
Behavior
This one also requires lots of observation and assessment, because it impacts everyone within the company.
You have to decide if you need an aggressive, results-oriented, fast-paced leader, or a stable, dependable, and caring one; this based on what the meeting planner or assistant’s job requires, not on your personal preference.
Competencies and cultural compatibility
Every job needs a given set of competencies. Define the competencies and behavioral attributes that best fit the position and see which candidates have them.
The candidate who best fits the competencies needed is the most compatible with your company.
Skills
You should hire a skilled meeting planner or assistant, but do not make his or her skills the decisive factor.
Most candidates will be able to learn most skills; however, not everyone is capable of changing or learning a new leadership attitude, behavior, or competency.
A leader should develop a system that measures a combination of these 4 criteria to find the right candidate.
This process is so vital that many companies hire a renowned leadership speaker and consultant to guide them through it as well as to help them design the right behavior, values and competency assessments, to conduct email and face-to-face interviews, and to thoroughly analyze resumes when hiring and promoting individuals, all of this in order to lower the chances of making a bad hire.






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