What to look for in employees? So, change is a normal part of business, not an upheaval or hassle. Because let's face it, it's a lot easier to get employees to easily adopt change when you've hired workers who are already not resistant to change in the first place.
It's a well known attitude. Hire for attitude, train for skill. But hiring for the attitude that facilitates change takes time and effort. And it means doing a lot of work upfront. Few companies are willing to put in what it takes. But when you do, you reap terrific rewards. So, here are some principles provided by our expert in a healthcare event to help guide you in how to do that.
1) Basic personality traits don't change: A person who has a genuine, upbeat outlook on life will carry that attitude with them wherever they go. The “can do” kind of person will be “can do” under any circumstances. Look for life experiences, hobbies, answers to open-ended questions that demonstrate a person's attitude.
2) Know who you need to hire: Not just the positions but identify the traits and characteristics of those people who already work for you, who are what you consider your best hires. And look for new hires who have those same traits and characteristics.
Our expert mentioned it in a company management healthcare webinar that if the people who work most successfully for you are flexible and able to handle each customer as an individual, then that becomes one of the traits you look for in new hires. The ability to be flexible and consider people as individuals.
If – another example – those who are your best employees have a mindset of outrageous service as main goal and are good at using available resources to achieve that goal, then that's what you're looking for in new hires. People who have a mindset of outrageous service and are at good using whatever is around them to achieve their goals.
3) Discover who you've hired: Nothing works like observing people on the job. Probationary periods are good ways of finding out if indeed a person is a match for a job. However, too many companies use probationary periods inefficiently. They don't challenge potential hires during that period to see what they're really capable of.
Those three months usually slide right by. And as long as the employee hasn’t done anything egregious, he or she is in. Now, that's not a good use of the probationary period. Instead, deliberately request changes of the individual and watch to see how he or she handles change. And whatever else might be important to your company.
4) Use current employees to help find future employees: Encourage family members of your best employees, those who in addition to their outstanding traits, adapt easily to change, to apply for jobs. As stated in the healthcare conference conducted by our expert to encourage employees to refer people they think would be a good fit for your company, attitude wise in particular.
Get more healthcare and management tips and strategies, visit our health system conference and management techniques page.