Hiring

Hiring "Overqualifieds" - Part 4

Questions This Guidance Answers: 
  • SHOULD I hire someone who is overqualified?
  • How do I hire someone who is overqualified?
  • What are the risks of hiring someone who is overqualified?

The conclusion of our guidance on how – and why – to hire "overqualified" candidates.

In 2013, there are overqualified candidates in the job market. And Manager Tools recommends you HIRE them. Stop complaining about how you have to help and train and push your directs all the time, and hire someone who can MORE than do the job. The benefits- to an effective, smart manager - FAR outweigh the risks. Maybe it’s not for the faint of heart, but come on boys, do you want to live forever?

Hiring overqualified candidates is a clever competitive advantage for an effective Manager Tools manager.


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Hiring "Overqualifieds" - Part 3

Questions This Guidance Answers: 
  • SHOULD I hire someone who is overqualified?
  • How do I hire someone who is overqualified?
  • What are the risks of hiring someone who is overqualified?

Part 3 of our guidance on how – and why – to hire "overqualified" candidates.

In 2013, there are overqualified candidates in the job market. And Manager Tools recommends you HIRE them. Stop complaining about how you have to help and train and push your directs all the time, and hire someone who can MORE than do the job. The benefits- to an effective, smart manager - FAR outweigh the risks. Maybe it’s not for the faint of heart, but come on boys, do you want to live forever?

Hiring overqualified candidates is a clever competitive advantage for an effective Manager Tools manager.


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Hiring "Overqualifieds" - Part 2

Questions This Guidance Answers: 
  • SHOULD I hire someone who is overqualified?
  • How do I hire someone who is overqualified?
  • What are the risks of hiring someone who is overqualified?

This cast continues our guidance on how – and why – to hire "overqualified" candidates.

In 2013, there are overqualified candidates in the job market. And Manager Tools recommends you HIRE them. Stop complaining about how you have to help and train and push your directs all the time, and hire someone who can MORE than do the job. The benefits- to an effective, smart manager - FAR outweigh the risks. Maybe it’s not for the faint of heart, but come on boys, do you want to live forever?

Hiring overqualified candidates is a clever competitive advantage for an effective Manager Tools manager.


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Hiring "Overqualifieds" - Part 1

Questions This Guidance Answers: 
  • SHOULD I hire someone who is overqualified?
  • How do I hire someone who is overqualified?
  • What are the risks of hiring someone who is overqualified?

This guidance describes how – and why – to hire "overqualified" candidates.

In 2013, there are overqualified candidates in the job market. And Manager Tools recommends you HIRE them. Stop complaining about how you have to help and train and push your directs all the time, and hire someone who can MORE than do the job. The benefits- to an effective, smart manager - FAR outweigh the risks. Maybe it’s not for the faint of heart, but come on boys, do you want to live forever?

Hiring overqualified candidates is a clever competitive advantage for an effective Manager Tools manager.


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First Meeting New Direct Series - Be Timely

This guidance continues our recommendations about topics to cover with new directs, encouraging them to be on time with themselves, their work, and their commitments.

In earlier guidance we recommended managers have a “First Meeting” with their new team member. We encouraged you to recommend to your directs some always applicable guidance: be honest, be kind, and achieve results. We also recommended that you make this meeting the first of several weekly meetings, where you could regularly communicate about important issues. This guidance continues our recommendations.


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Bench Evaluation Chapter 1: Probing

Questions This Guidance Answers: 
  • How do I find out if the people on my bench are any good?
  • What should I ask people on my bench?
  • What kind of answers should I look for when interviewing my bench?

This guidance describes how to interview those colleagues on your bench…without interviewing them.

We’ve had a lot of folks ask us over the years about how to interact with their bench. If you don’t know what we mean by your bench, we mean those colleagues, associates, potentially friends, who are high performers that you could see yourself working with in some fashion in the future.

“Having to fill an opening” when you lose someone is inherently a bad process. Manager Tools managers are always building their bench, and evaluating them, so that when there IS a rare opening, they not only see it coming, they have someone ready to fill it. Someone they’ve already “interviewed.”

Here’s part of what to do.


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New Direct - First Day Meeting (500th Cast)

Questions This Guidance Answers: 
  • What do I cover with my direct on the first day?
  • When do I have my first One on One with a new direct?
  • What rules should I have for my team?

This guidance describes the first meeting a manager ought to have with a new team member.

Too many of us don't do a great job of focusing on hiring the right people…and then we compound the error by being too busy to get them off to a good start.

But this is Manager Tools, and there's a right way. As we like to say, here's how. 



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Write A Job Advertisement - Part 2

Questions This Guidance Answers: 
  • What do I need to include in a job advertisement?
  • How do I make a job advertisement appealing?
  • How do I stop inappropriate applicants for my open role?

This cast concludes our guidance on how to write a job advertisement.


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Write A Job Advertisement - Part 1

Questions This Guidance Answers: 
  • What do I need to include in a job advertisement?
  • How do I make a job advertisement appealing?
  • How do I stop inappropriate applicants for my open role?

This cast gives our guidance on how to write a job advertisement.

Writing job advertisements is a job which managers love to delegate. They think it involves creativity and therefore must be difficult and takes lots of time they don't have. Like everything, those of us who have written lots of advertisements know there is a formula.

Once you know how, it's easy.


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The Manager Tools Promotion Standard: 150% - Part 2

Questions This Guidance Answers: 
  • How do I get my directs ready for promotion?
  • When should I promote my directs?
  • How do I make promoted directs successful?

This cast concludes our conversation on a more effective way to set standards for getting one of your directs promoted.

  1. The Manager Tools Promotion Standard: 150% of Their Existing Job
    1. 100% of Their Job – Top Performance
    2. 50% of Your Job – Grow-ability
  2. Here's How:
    1. Delegate
    2. Look For Visibility
    3. Coach on The 50%
    4. Consider Reassigning Responsibilities
  3. This is a VERY High Standard – Few Meet It


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