Collins Hiring Process

765 Words 4 Pages
The rigor of the hiring process that Collins (2001) covers in Good to Great is what sets good companies apart from great companies. The hiring process is never an easy process from either perspective the interviewer or the interviewee. Trying to get to know gauge how people will fit among an existing team is a difficult task for any manager. As hiring is a difficult task, Collins brought up three practical disciplines to ensure that you hire “great” employees and not just good employees. The first of these practical approaches that Collins (2001) conveys that a manager should know about is, “when in doubt, don’t hire” (p. 54). What sets great companies apart from good companies is their ability to attract and retain the best people for the …show more content…
56). When you as a manager realize that there is an employee that is the wrong fit for a role, act. It could be as simple as finding them a new role within the organization or unfortunately terminating them from the company. When you let the wrong people sit in the wrong position for too long, you as a manager lose credibility with your employees and inevitably your employees will lose the motivation to excel. Employees can see that they have a co-worker that is not pulling their share of the weight and as a result the rest of the team is forced to pick up their weight and you as a manager have sat idly by and done nothing. Great companies realize that people may not be in the right role and quickly identify the situation the work with an employee to find the great fit for them. Which is some cases may take a few attempts, or unfortunately if the employee is just not the right fit for the organization you may have no other choice but to let them find a new opportunity to flourish outside of the organization. Overall, don’t wait to make decisions. Just because a decision may be difficult, uncomfortable, or strain your team resources, don’t wait. You would have lost more credibility as a manager due to waiting than if you had just acted when you realized you had a …show more content…
58). In short, this means that your most successful employees should be placed in roles that challenge them and help them to grow as an employee. If you have an area of the business that you are looking to grow or expand because it is currently only a small fraction of your portfolio, you must present them with the challenge to grow the business because you know their potential based on past performance. As a manager it is crucial to communicate that this is a reward as they have shown great leadership and you’re placing a great deal of trust in that employee for their success in the role. Sometimes great employees don’t make the most money for an organization, but they are able to grow their share of the business into a profitable larger stake within the

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