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Minimize Hiring Mistakes and Increase Success with the Criteria for Success

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Karen Woodard-ChavezKaren Woodard-Chavez

I recently was onsite with a client doing sales training for their membership team. As many of my clients, they had just hired a new team member who will likely not be successful in the position based on a few very limiting qualities. This is such a common and costly issue that this article will offer tools to minimize this experience for you.

Interestingly, I did some phone interviews with this candidate and recommended that my client not hire this person. However, they did hire the person. OUCH!!! Bad hires mean the following: (1) The training won't work, (2) It is expensive for the business in terms of start-up costs and lost revenue and (3) A bad hire is frustrating for the other team members.

The qualities that will limit this person's success include being uncomfortable asking questions, difficulty building relationships with strangers, having proxemic issues and not being coachable. Does this sound familiar?

Prior to interviewing, I always give clients the Criteria for Success for the position they are hiring. The Criteria for Success are the 6 - 8 qualities that a person must possess to be successful in the specific job the organization needs done and done well. You develop these qualities by first designing a complete job description. Once that is done, you can then start creating your list. Let me give you an example for a membership salesperson:

First: The Job Description:

  • Primary Purpose: To create and deepen relationships with members that we know and do not yet know, which will add value to their membership, enhance their sense of belonging and community within the club.
  • Secondary Purpose: To contribute and generate revenue to the club through honest and enthusiastic membership sales and service and to participate in advertising and promotions.

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