“A checklist for CEO’s – Profitable growth or same old thinking”


I have recently been reading a number of comments from business minded folks. What are they thinking?

So here is a checklist for CEO’s.

Ask these questions. It is too important to leave it to someone else. Your business your reputation your success.

More importantly ask those who want to be part of your organization! Your future leaders – not yet hired! Ask them how they were treated and how you made them feel. (You represent what happens!)

This  “temperature business check” is also a meaning full way to gauge the perception of your business from a customer/consumer perspective and identify whether what you do internally is adding to the reputation of your business.

  1. How does your business treat applicants? Do many receive a meaningless standard courtesy thank -you. Note: Most never hear anything after that. Realize that applicants can be your next customer or breakthrough though leader and is that how you would treat your customer? Does your business make them feel special when they apply for a career? Do you include them in your process design?
  2. Where will you continue to you get your best ideas? I hear that many applicants selected for interview, come from the same market/business background. Know that excluding those with a diverse background means excluding those who offer knew ways of thinking and often bring breakthrough business ideas that have IMMEDIATE impact.
  3.  How difficult do you make it for an applicant to join your organization? Really! Asking them to fill in an online application, which takes 20 minutes! Is that the best you can do for your future stars?  Are your processes working against or for your business? Are the brightest and best simply saying, “stuff that” I am going where I feel welcomed and where I can have a conversation!
  4. Do people in your organization understand the difference between customer care, customer service, and customer satisfaction and customer delight? Ask them, and then ask them how do they live and deliver it!
  5. Do the people who represent your business really understand what the “best qualified applicant” really means? Do you want regulators or business developers? (Remember the age-old adage.) “Quality is a given. So is being in compliance!” You want people who can do both, but those who do your hiring need to know the difference and know that success only occurs with the builders and developers of your business.
  6. Are you settling for easy options when sifting applicants? Or do you really put emphasis on finding out the “diamonds in the coal.” Are you so automated with your processes that you are settling for the generic? Ask what differentiates your business in seeking new talent!
  7. Do people in your business really understand what it takes by way of talent to be the best business you can be and then some? How does that translate into what you do each day?
  8. Are you taking advantage of skilled people who are already accomplished and trained in “business’ and who can make an immediate impact through bringing their transferrable skills from another industry or business sector? Or are your recruitment processes designed to be “safe.” Better the devil you know then the angel in disguise who will effect real change!

As I said, you business, your success your reputation and more over your responsibility and the responsibility of those who lead with you.

 

 

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About HRMexplorer

Managing Director - Human Capital Europe and USA - My ability is to recognize ingrained assumptions and patterns of operation that aren’t productive, and offer practical, cost-effective and value-based solutions.

Posted on July 10, 2011, in HRMexplorer Blogs. Bookmark the permalink. Leave a comment.

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