Best Hiring Practices at Employee-Owned Companies
An NCEO Issue Brief
by Camille Kerr, Michelle Caylor, Cheryl Coulthurst, Randy Ferino, and Lloyd Gottman
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Format: PDF, 31 pages
Dimensions: 8.5 x 11 inches
Edition: 1st (September 2011)
Status: Available for electronic delivery
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Part I: Understanding and Monitoring Your Ownership Culture
Part II: Attracting the Right Pool of Candidates
Johnny's Selected Seeds: Planting the Seed Through Social Networking
Hot Dog on a Stick: A Colorful Recruitment Strategy
Part III: Creative Hiring Techniques
New Belgium Brewing Company: Putting Culture First
Part IV: Assessments
Using "Job Fit" Assessments to Improve Employee Engagement
Part V: Early Engagement Policies
Web Industries: Two Different Approaches for Two Different Workforces
Part VI: Company Case Studies
The Best People for the Bank: How the Bank of Marin Finds, Interviews, and Attracts the Best Talent
Identifying Future Owners: How North Highland Maintains Its Unique Culture Through Identifying, Assessing, and Hiring the Best-Fit Talent
Early Employee Engagement Policies at CALIBRE Systems, Inc.
From Part IV, "Assessments "In addition to creative interviewing techniques, companies are more frequently turning to assessments to help choose new employee owners. Using proven methods, these tests determine whether a candidate has the right set of skills and traits to fit into the culture and be a high performer in a specific position at the company. Companies considering assessments have a wide array of questionnaires and services to choose from. Some popular assessment methods include the Myers-Briggs Type Indicator®, DISC (Dominance, Influence, Steadiness, and Compliance), and JobFit™.
Companies have a number of choices to make with regard to personality assessments, including:
- Which assessment product to use
- How to integrate the test with other hiring practices (interviews, applications, etc.)
- Whether to use the test alone or with consulting services
- When to use the test (only for managerial positions, only sales, all positions, etc.)
- How much reliance to place on the results (keeping in mind legal considerations)
Plante & Moran, a consulting firm with a human capital division, has been using personality assessments for 50 years and strongly recommends them. The company uses assessments internally and also conducts them for their clients. Steve Gravenkemper, a psychologist and partner at Plante & Moran, stated that the firm's use of internal assessments has led to a "jerk-free" workplace. The firm has been on Fortune Magazine's 100 Best Companies to Work For list for 13 consecutive years.
Plante & Moran looks for team players who have a high energy level, are conscientious, and have a strong customer service orientation and work ethic. Other qualities that an assessment captures include:
- The candidate's level of curiosity
- How serious or light-hearted the candidate is
- Whether immediate feedback is important to the candidate
- Strength of the candidate's communication skills
- In key positions, when the company has narrowed its list to a few finalist candidates.
- To screen candidates. This is where a group of high-performers are tested in the company to create a benchmark database. Potential candidates are tested early on and their scores compared to the benchmark.
- CEO succession. This is where the company creates an in-depth success profile to ensure the right person is chosen for the company's top position.