🧲 Jesse Seilhan’s Post

I actually think the idea of hiring someone mainly for their personality v skill, to smooth over any miscommunications between people and higher-ups, and essentially drip a little honey into any cracks is a smart thing to do! Most problems are caused by miscommunication in my view. And having people who naturally lift a heavy atmosphere (and don't do it obnoxiously or irritatingly 🤣 ) is gold. Check out more in Cloey Callahan's article here. #workplaceculture

The 4 most important words: Hire Slow. Fire Fast. With my experience building businesses in the cannabis industry, I learned this the hard way. Now, I live by it. Here’s how these 4 words can reshape your hiring strategy (save this): 𝟭. 𝗛𝗶𝗿𝗲 𝗦𝗹𝗼𝘄 • There should be multiple interviews by different team members. Investing time into a detailed hiring process ensures you never make the wrong choice. And with more than one interviewer, you can gather diverse perspectives on a candidate's fit. • Skills matter, but so does attitude. Hires who share the company's vision and values are a weapon. Your candidates should be eager to make the company's vision a reality. They're the real needle movers. • Ask yourself, is this candidate a good cultural fit? The last thing you need is to hire someone that isn't. Save yourself from future headaches and incorporate scenarios or questions that reveal how a candidate aligns with your culture and ethos. 𝟮. 𝗙𝗶𝗿𝗲 𝗙𝗮𝘀𝘁 • Spot a red flag? Act quickly and address the issue directly. If bad behavior continues, it's time to pull the plug. Don't linger on decisions when an employee clearly isn't fitting in. Prolonging the inevitable can harm team morale and productivity. • If it's a performance issue, ensure you've set clear, measurable goals for different teams. Offer support to employees who are falling short. If these shortcomings continue, they're likely not a good fit. • Most importantly, always be respectful and never burn your bridges. Handle the exit process with professionalism to reflect your company's positive work environment. Try your best to leave the conversation on a good note. In any industry, the right team can make all the difference. And that starts with a comprehensive hiring process to ensure you're taking on the right people. But we all make mistakes, and letting go of some bad apples is inevitable. With these 4 words in mind, building and maintaining a dream team becomes routine.

Ever heard of a personality hire? Think extroverted, personable individuals, equipped with other soft skills but who are low on technical experience. Candidates of this kind are often referred to as personality hires because they are employees that were hired for their personality. But is this really a thing? The article below looks into this in greater detail.

This is an interesting post following a video I saw about someone speaking on how a lot of autistic symptoms are usually put in development plans from leaders. things like "you don't speak up enough" could be introversion or it could be because someone struggles with social ques like myself. I never know when to jump into a conversation because I feel like I either have to talk over someone or the topic has changed or I've forgotten what I wanted to say because I was too busy concentrating on what everyone else in the meeting was talking about. These are SYMPTOMS of my disabilities, not character flaws or skills that need learning. To overcome these I have to mask which gains me compliments in a professional setting and crippling burn out in my personal life. There are days that by the time I close my laptop the only thing I have the energy to do is sleep or lay on the couch because it takes so much effort to act "normal". To be perceived the same way my neurotypical coworkers are, I have to work twice as hard as they do with half of the recognition of the effort I'm putting in. I have to build my own systems to help me because any help I ask for is seen as an unreasonable accommodation or is unhelpful because of how my brain works. so what can be done? if you notice someone doesn't speak up much at meetings, create space for them. when you finish your point instead of stay silent, tee them up: "Jackie what are your thoughts on this?". Stop assuming people who aren't bright burning overachievers aren't "motivated" and take the time to understand them. Neurodivergent people exist in corporate spaces. Think about the story you tell yourself about someone and really ask yourself if it's accurate, it probably isn't.

Real life story from one of my candidates. When I was hired by this company, I thought I was very lucky. Turns out, the lucky ones were those who weren't hired. Let me explain... In the interview process, they sold me a vision of an innovative, employee-centric culture. A place where hard work would be rewarded and my voice would be heard. It sounded like a dream role. Reality turned out to be quite different. Once on board, I found an environment of overwork, lack of growth opportunities and a top-down management style completely disinterested in employee input or well-being. Any attempt to raise concerns was met with indifference. New ideas or process improvements got shut down unless they came from top management. The result was low engagement and a revolving door of talent. An "employee-centric culture" couldn't have been further from the truth. I stuck it out far too long hoping for change, but finally realized I was the one being exploited, not "lucky." I've since found an employer that actively works to engage and develop their people. It's amazing the difference when a company truly values its team. LESSON learned - look past the recruiter's and company’s pitch for the real culture. The "luck" is avoiding these toxic, disingenuous workplaces. #EmployeeRetention #Leadership #InvestInYourTeam ❤️ if you agree with this ♻️ Repost for your network to see this 🔔 Follow to see more of my content

If you can’t be honest about why you’re hiring, it’s not going to work. I’m not talking about lying (thankfully that’s an exception!). What's key is that you’re fully transparent if you want to partner with us on making good hires. So for example, if you have a retention issue please tell us. Partly as we might be able to help solve it, with our insight about what’s keeping the best talent. But also, because we need to build trust and credibility with the people we’re trying to hire. We need to give candidates at least some context, and be able to understand what’s behind what they’ve heard on the grapevine. Being upfront about your challenges will help us better qualify the right person for you. And what you definitely don’t want is candidates finding hidden skeletons in your closest only a few weeks in, then feel that the trust is already broken and their future lies elsewhere. If you want us to be your talent partner as you scale, we both need to agree that transparency is a foundation of the relationship. Sounds obvious as I write it, but believe me based on years of experience it’s not always the table stakes you’d expect!

Think you know your staff? Here's what you're probably missing out on... I start all candidates out by asking them to take the Myers-Briggs test. This simple step uncovers very important aspects of a team members personality a interview may miss. The test asks people about their behaviours: Are they more... ↳ judgemental? ↳ introverted? ↳ emotional? ↳ Intuitive? It reveals how they view the world and how they will fit into the team. Knowing this lets me connect faster and deeper with them from day one. I had an ENTJ staff member - very logical, direct, and all business. So I emphasised clarity, ROI proof, and brevity. Had I explored creative ideas like with INFJ’s, we may have clashed. 😆 Of course, people are more complex than just their Myers-Briggs letters. But it tells me what motivates new team members. And it helps me understand them so we build trust and rapport faster. :) P.S. What is your personality type?

Curbing envy in the workplace starts by hiring intelligently! Robert Vecchio, a professor of management at Notre Dame, extensively studied envy in the workplace. He suggests spending time evaluating the emotional maturity of candidates during and after the hiring process. Research supports the fact that envy most easily afflicts people who suffer from low self-esteem and have a self-serving approach to life. Look for clues during interviews. How does the candidate talk about past jobs/bosses/colleagues? Note any tendency to disparage or badmouth former teammates. Pose hypothetical situations that would test a candidate’s inclination toward feelings of envy... “How would you react if you saw a teammate receive praise for something you did?” You can also do a little emotional research when you check out a candidate’s references. The envy antidote? 👉 creating a positive workplace culture! 👉 close connections with coworkers mitigates workplace competition, sabotage, and envy. #leadership #leadershipdevelopment #envy #workplaceculture

Curbing envy in the workplace starts by hiring intelligently! Robert Vecchio, a professor of management at Notre Dame, extensively studied envy in the workplace. He suggests spending time evaluating the emotional maturity of candidates during and after the hiring process. Research supports the fact that envy most easily afflicts people who suffer from low self-esteem and have a self-serving approach to life. Look for clues during interviews. How does the candidate talk about past jobs/bosses/colleagues? Note any tendency to disparage or badmouth former teammates. Pose hypothetical situations that would test a candidate’s inclination toward feelings of envy... “How would you react if you saw a teammate receive praise for something you did?” You can also do a little emotional research when you check out a candidate’s references. The envy antidote? 👉 creating a positive workplace culture! 👉 close connections with coworkers mitigates workplace competition, sabotage, and envy. #leadership #leadershipdevelopment #envy #workplaceculture

Looking at candidates to hire is always a challenge and weeding through the noise can be overwhelming. Like dating it isn't just about what's on paper it is also about the personality that makes the match happen. Here's a new blog post on Personality hiring from Skillcentrix.