A Message from the CEO

Since taking over the reigns for KEYGroup I have been in touch with many of our clients, seasoned and new! It's always a good omen when organizational leaders begin thinking about the future. In recent months we’ve received calls by more and more clients with questions about improving bottom line results. That tells me that the economy is getting back on its feet and companies want to be ready to take advantage of the opportunities.

The recession has led to an abundance of available talent and it’s vital to assure that the people you promote or bring on board are the very best qualified. When you make the right hire it creates a competitive advantage for your company. On the other hand, when you make a poor selection, it creates an advantage for the competition.

The inevitable question we get asked is “how can we take the risk out of hiring and succession planning and make certain we have the bench strength to grow our organization profitably?’ One of the best strategies we know is to use objective tools to guide critical hiring and promotion decisions now for bottom line impact down the road.

That’s why we’re pleased to offer unique and accurate assessment instruments. These assessments have a rock-solid research base, high very high reliability, and practical application.

As the economy begins to heat up none of us can afford to roll the dice and hope for the best when it comes to key personnel decisions. Armed with concrete data and deep insight into a candidate, your company can be sure to have the strongest players in place and a real competitive advantage in the market.

Call us today (724-942-7900) to discuss how we can partner with you to get your organization poised for the impending upswing or sign up for our free stuff at the end of this ezine.

Chuck Sujansky, CEO

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Identifying and Placing Superstars

• Hiring rates are up on an annual basis for the fifth month in a row!
  - Society for Human Resources Management (SHRM) and Bureau of Labor Statistics (BLS)
  
  
• There were nearly 6.4 available workers for each available job at the end of November 2009; up from 4.8 in May 2009.
  - Department of Labor
  
  
• Thirty seven percent of employers said they plan to take advantage of the large labor pool and replace low-performing employees in 2010.
  - Harris Interactive for Careerbuilder.com
  
  

How do you select superstar performers?
Companies seeking superstar employees need to perform their due diligence before initiating the hiring process. Most business leaders assume that the superstar they need must come from outside the company rather than from within. This is not always the case. Following these five steps will ensure that you identify and place superstars appropriately in order to maximize their potential and productivity.

1. Star performers shine brightly
The first step in hiring a superstar is to identify those already in your company who have potential. Seeking external superstars before identifying potential stars internally can cheat the organization of the talent already available. Many employees are not placed into jobs that fit their strengths, preferences, skills and abilities. If an employee is inappropriately placed, she will never exceed expectations. Many superstars exist within companies but are never recognized because they were placed poorly in the beginning. Meanwhile, external stars shine brightly, causing managers to overlook the cost of hiring as it compares with the cost of training and promoting internally.

2. Impulsive desire should not detract from real need
An appropriate question to keep in mind when searching for superstars is, "Does the organization need this person?" This is the question most commonly asked when purchasing high-cost items with a budget in mind. What will your needs be in a year? What will they be in five years?

3. Think practically
Try to imagine the superstar working in your organization. Do you see someone coming in and developing solid relationships, meeting with team leaders, hearing concerns and asking a lot of questions? Or do you see your superstar trying to wave a magic wand to make all problems disappear? Know that it will take months, if not years, to get your superstar up and running to his full potential. Understand that no man or woman works alone, and if high performance depends on understanding the organization, your superstar needs time to develop that insight.

4. Assessments are investments
This correlates with number one on our list. Now is the time to focus on understanding and improving the hiring process. If you are so eager to get this new star on board that you circumvent your own selection process, you are taking the same risk as a tightrope walker who does not use a net, and you are making a risky investment, too. Be thorough and well-educated about each possibility before making the offer. Be fair, be consistent, and be legal.

5. Consider the potential outcomes
If you do decide an external superstar is a perfect fit for your organization, be conscious of the message you give your internal stars. It's best not to imply that this new employee has been hired to correct or improve all of the problems currently inhibiting the business. Rumors are unavoidable when new employees arrive, even in the healthiest of work cultures. Keep in mind that experienced employees may feel threatened by the new person. Business leaders should make the new person's arrival a normal event, keep details of the compensation package private and tell the "star" that he is working among many other stars.

Identifying and placing superstars requires due diligence and thorough consideration of all of the available options. Be practical and thoughtful with your hiring or promotional practices to ensure that everyone is impacted positively, and that employees have the opportunity to develop to their full potential.

Jim Sirbasku, CEO, Profiles International
Used with permission.

We were saddened to hear of the unexpected passing of Jim Sirbasku just last month. His mentorship and passion to help leaders made a powerful impact upon all of us.

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SUCCESS FACTORS FOR SUCCESSION PLANNING

Join Us for this Free Webinar!

If you're ready to consider a long-term strategic approach to succession planning, then join us for a very special FREE webinar on Tuesday, March 16th at NOON, EST.

In this information-packed webinar you will learn:

• Who's available and willing to replace retirees
• The cost of promoting the wrong person into leadership
• How to prepare for an economic turn-around and job market resurgence
• Strategies to avoid the 7 deadly sins of poor succession-planning
• Why performance evaluation is not enough to pinpoint your future leaders
• What you need to do to get your Millennials ready to lead
  

This webinar will show you how to gather concrete data and determine the leadership potential of employees and candidates. Take the guesswork out of succession planning and make sure you put the right people in the right leadership spots. It's the best way to assure the future of your organization, with concrete impact upon strategic planning and financial results.

Title: Success Factors For Succession Planning

Date: Tuesday, March 16, 2010

Time: NOON, EST (12:00-1:00 p.m.)

After registering you will receive a confirmation email containing information about joining the webinar.

Space is limited. Reserve your Webinar seat now!
Visit: https://www1.gotomeeting.com/register/577766401

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Take our survey about succession planning!
Have you considered all of the qualities that may be needed when you are choosing a successor candidate for one of your key leaders? You may be surprised at some of the critical considerations.

Once you complete the survey, you will be entered into a drawing for a complimentary assessment and debrief, valued at over $500.00!

To participate in the survey click http://www.surveymonkey.com/s/PJYJP2