You’re passionate, you care, you get it, you think about your business day and night, but let’s face it, you’ve got a big vision for that business and you probably can’t realize that vision all by yourself.

Your passion and commitment are essential, but it’s your ability to build passion and commitment for that vision in others that is going to be the key to growth.

You need committed and connected staff members. You need committed and loyal customers. You need to create a commitment factory.

Companies are made successful by great people but the dirty little secret of successful companies is that they do not always hire great people, and firing employees can be tough for many people. It may be easy to fire employee whose performance ratings hover below six, the lower the easier.  But firing employees rated at six can be very difficult, bosses fear that they would be perceived as heartless, they may even personally feel guilty about doing something like that. But the fact is keeping such employees neither does justice to the organization, nor other employees.

Hiring based on experience and skills is passé, at least in the companies discussed in this article which cater to totally differently areas, they are Specialty Care Center (health care), ING Direct (retail banking), and Southwest Airlines (airlines). These companies look for the right attitude while hiring and train them for skills in-house. Their common reason is that’s the only way to re-energize and renew an industry.

Right hiring is a major challenge faced by organizations more so in the aftermath of the downturn. Check out the latest tips offered by experts.

Roland Smith is a senior faculty member at the Center for Creative Leadership, a Greensboro, N.C.-based provider of leadership education to companies, government agencies, nonprofits and educational institutions.

Source: Wall Street Journal
 

Subjective hiring practices have come under scrutiny after the recession has. Even the standard hiring process that included application, interview, résumé and reference-check is being viewed as too soft and unreliable. Companies are now increasingly turning towards psychological scrutiny and rigorous simulations to select suitable candidates especially for their corner offices.

Source: Forbes