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Make Every Hire Count

2012-03-31T17:04:04Z

Download full white paper here:White Paper

“We are sure we hired the best person for the job!”

In today’s economy, nearly every organization faces pressure to reduce waste and run at peak efficiency. Although the economy has shown signs of improvement and the unemployment rate has dropped modestly, organizations are still extremely cautious when it comes to hiring.

Profiles International, a Strategic Business Partner of the Rodin Consulting Group, conducted a comprehensive review of organizational design and talent management practices to identify over 50 “best practices” in the context of hiring and onboarding new employees. Several experts to rank order their top 20 best practices from this list, from which we determined our

“Top 10” best SELECTION practices.

Know how each job supports your organization’s key objectives.
Consider both internal and external candidates for open positions.
Use objective evaluation criteria based on known outstanding performers in that job.
Ensure compensation is competitive, based on current market rates for the job.
Apply a consistent selection process to filling all positions.
Include key stakeholders in your employee selection process.
Train your interviewers in your employee selection process.
Give your interviewers guidance to help them probe deeper into a candidate's suitability.
Conduct comprehensive reference and background checks on job candidate.
Ensure that your orientation process helps new hires become productive faster.

Nearly 800 participants from multiple industries were surveyed. Over 30% worked in companies with more than 500 employees and over 50% had director-level roles or higher. This large sample enabled us to segment the response data into two groups (C-Level participants and
Non C-Level participants), and to identify trends and measure the amount of discrepancy between them.

The findings highlight some considerable differences between these two study groups on nearly every dimension we measured. This heightens concerns that the C-suite may be out of touch with what is actually happening on the front lines as it relates to
selecting and on-boarding talent in the midst of change.

Read more. Download the entire research paper here: Research Report

The Rodin Consulting Group, LLC, offers assessment solutions in partnership with Profiles International, that enable organizations to select the right people and develop them to their full potential.

Companies that work with us gain a competitive advantage by understanding their people at the deepest levels: how they think; their natural tendencies, behaviors and preferences; and attitudes toward key workplace issues. We are highly confident that your organization will find a risk-free study to be of great value. Contact us and we can get started with your next hire.

Rodin Consulting can help you ensure that you have the right people in the right jobs to achieve your

objectives.

Call us today at 1-888-537-6308.

Contact Us for help with:

¨      Effective Hiring Processes & Applicant Tracking Systems
¨      Behavior-based Interview Skills
¨      Job-Fit Analysis and Benchmarking
¨      Pre-hire Assessments
¨      Teambuilding
¨      Leadership Development
¨      Strategic Planning

2951 Marina Bay Drive Suite 130-209 League City, Texas 77573
888-537-6308 Info@RodinConsulting.com www.RodinConsulting.com

What do you want to Achieve in 2012?

2012-01-07T16:23:39Z

For more information, visit our website

WHAT DO YOU WANT TO ACHIEVE IN 2012?

TEAMWORK

EXECUTION

VISION

HAPPY NEW YEAR!

Did you make a New Year’s Resolution or two?
Do you remember your resolutions from 2011?

To get the RESULTS we want, resolutions may work, but what is more effective is setting Goals.

RESULTS çè GOALS + ACTION

Consider some of the following questions as you reflect on your accomplishments in 2011 and as you decide what results you want in 2012.

¨ What was the smartest decision you made in 2011?

¨ What was the biggest risk you took in 2011?

¨ What advice would you give yourself in 2012?

¨ What about your work, are you most committed to changing and improving in 2012?

Download the worksheets to help you journal on the above questions and more: 2011 Year in Review – 2012 The BIG PICTURE:
Download word document here: Word Doc Year in Review

Take time to congratulate yourself on all your outstanding efforts in 2011.
Spend some thoughtful reflection on how you want to gauge success in 2012.

Hope that you find these exercises useful.

“Goals are dreams with deadlines” Napoleon Hill

If you would like to formalize the goal-setting process in your organization, we can help.
The Rodin Consulting Group, LLC offers customized, on-site, goal-planning workshops.

There is no better way to guarantee the success of your organization than to be sure every individual has goals and work plans that are aligned your organization’s strategy.

CHALLENGE YOURSELF INTO ACTION….
For more information on Goal-Setting » click here

What the New Year Brings

2011-12-31T16:39:35Z

I’m the New Year

I am unused, unspotted, without blemish.

I stretch before you three hundred

And sixty-five days long.

I will present each day

In its turn, a new leaf

In the book of life

For you to place upon

It your imprint

I am the New Year

Each hour of every day, I will

Give you sixty minutes that

Have never known the use of man.

White and pure I present them;

It reminds for you to fill them

With sixty jeweled seconds of

Love, hope, endeavor, patience

And trust in God.

I am the New Year

I am coming-

But once past, I can

Never be recalled.

Make me your best!

Wishing you Happiness, Success and Good Health in the New Year!

Recipe for a Successful Leader

2011-09-10T17:55:39Z

RECIPE FOR A SUCCESSFUL LEADER

4 cups of intelligence

1 1/2 cups of responsibility

2 cups of open-mindedness

1 quart of understanding

1 1/2 teaspoons of initiative

dash of judgment

1 3/4 cups of sifted positive attitude

3 cups of ambition

2 cups of unbeaten patience

1 cup of tactfulness

4 cups of ability

Have all ingredients at body temperature. Sift intelligence,

ambition, and understanding together. Mix cooperation,

initiative, and open-mindedness until dissolved.

Add gradually

ability, tactfulness, and responsibility. Stir in positive

attitude and judgment thoroughly. Beat patience until smooth.

Blend all ingredients well. Sprinkle liberally with cheerfulness

and bake in oven of determination. When absorbed thoroughly,

cool and spread with kindness and common sense.

(author unknown)

Precise Communication: The Engineers and the Chickens

2011-08-18T13:36:16Z

This is allegedly a true story. Engineers at a major aerospace company were instructed to test the effects of bird-strikes (notably geese) on the windshields of airliners and military jets. To simulate the effect of a goose colliding with an aircraft travelling at high speed, the test engineers built a powerful gun, with which they fired dead chickens at the windshields. The simulations using the gun and the dead chickens worked extremely effectively, happily proving the suitability of the windshields, and several articles about the project appeared in the testing industry press.

It so happened that another test laboratory in a different part of the world was involved in assessing bird-strikes - in this case on the windshields and drivers' cabs of new very high speed trains. The train test engineers had read about the pioneering test developed by the aerospace team, and so they approached them to ask for specifications of the gun and the testing methods. The aerospace engineers duly gave them details, and the train engineers set about building their own simulation.

The simulated bird-strike tests on the train windshields and cabs produced shocking results. The supposed state-of-the-art shatter-proof high speed train windshields offered little resistance to the high-speed chickens; in fact every single windshield that was submitted for testing was smashed to pieces, along with a number of train cabs and much of the test booth itself.

The horrified train engineers were concerned that the new high speed trains required a safety technology that was beyond their experience, so they contacted the aerospace team for advice and suggestions, sending them an extensive report of the tests and failures.

The brief reply came back from the aero-engineers: "You need to defrost the chickens...."

(Ack S Money)

8 Signs of Incompetent Managers

2011-07-28T17:38:51Z

Download FULL ARTICLE

Effective managers do more than just supervise employees. They take responsibility for ensuring that an individual succeeds, and that the team, department, or business unit achieves expected results. Effective managers are like successful coaches who develop teams that win championships year after year.

Like winning coaches, successful managers are both talented and skilled. Of course, managerial skills can be developed through training, mentoring, and experience. But if a manager lacks natural talent, his or her odds of success will diminish significantly.

Over the years we have identified eight signs of incompetent managers:

Poor communication skills
Weak leadership capabilities
Inability or unwillingness to adapt to change
Poor relationship-building skills
Ineffective task management
Insufficient production
Poor developer of others
Neglectful of own personal development

Sound familiar?
Read the full article: 8 Signs of an Incompetent Manager

Leadership Charisma Web Seminar

2011-07-13T18:58:29Z

CHARASMATIC LEADERSHIP ==Raising Productivity and Profitability

CLICK HERE to listen to the 30 minute Webinar.
http://www.rodinconsulting.com/Webinars/LeadershipCharismaBlog/LeadershipCharismaBlog.html

1 Page Summary (download)

In your organization,

Are people intellectually and emotionally committed to the organization’s goals?

Is the atmosphere full of energy and optimism that inspires people to perform at their best?

Is there a common sense of purpose where people willingly invest extra energy in their work?

You and your leadership team are responsible building and sustaining an environment where your people are engaged, productive and committed.

The relationship between Manager and Employee plays a major role in retention of high performers, productivity and engagement.

A greater than 50% gap in operating income exists between highly engaged versus minimally engaged organizations. Further the need to increase productivity and quality with fewer people is paramount.

These can only be accomplished through strong and compelling leaders.

It begins with your own leadership style or Charisma.

Charisma for its own sake is good for little more than ego - but when you and your leadership team put it to work in the service of your business its impact can be enormous. Focused properly, Charismatic Leadership fosters a highly engaged workforce.

Find out how you can become more personally charismatic in your leadership role.

Learn which skills you can develop that will lead to a more highly engaged workforce, which directly impacts financial performance.

Other things you will walk away with:

What drives Leadership Charisma (based on current research with more than 40,000 leaders worldwide)
What are the critical interpersonal behaviors shared by all charismatic leaders
How to determine just how charismatic you are currently
How to raise your leadership charisma to drive organizational excellence.

BEHAVIOR-BASED INTERVIEW Questions

2011-07-13T14:54:57Z

Behavior-Based Interview Questions (download)

For your hiring process, you need the best resources possible.

Please find attached a set of BEHAVIOR-BASED INTERVIEW QUESTIONS, for your use during interviews.

These are open-ended questions designed to allow the candidate to explain how he or she would respond
in various situations.
After reviewing them, jot down some of your own questions - ones that come to your mind.

Of course, when you use any of our pre-hiring assessment tools, you also have a set of interview questions unique to each candidate.

Remember in the hiring process, use the 1/3 – 1/3 – 1/3 rule:
   1/3 of your decision should be based upon the Candidate’s PAST:
                      Experience, Education, Background Checks, References
   1/3 of your decision should be based upon the PRESENT:
                      Interviews, Site Visit, Overall Responsiveness, Demeanor, Interest
   1/3 of your decision should be based upon their FUTURE behavior:
                      Results from PREDICITVE assessment tools,
                      behavioral-based interview answers.

Please let me know if I can assist you in any other ways with your hiring, on-boarding and team-building processes.

Sincerely,

KRISTINA M. KWALIK, Ph.D. | President

Welcome

2011-07-12T13:41:29Z

Welcome to the Blog for the Rodin Consulting Group.
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