Horizon Point Consulting

Category: Selection

We know Talent Acquisition. We can help create strategic talent acquisition plans and processes to market, source, recruit, hire, and retain top talent. This category features insights specifically on Selection best practices.

  • The Experience Before the Experience: 3 Things Disney Can Teach Us About Worldclass Onboarding

    The Experience Before the Experience: 3 Things Disney Can Teach Us About Worldclass Onboarding

    You’ve drunk the Kool-Aid.  You put down your deposit, and you’re now trying to figure out how to schedule dining reservations 180 days out. And, despite how much everyone has told you about FastPasses, you are still a little confused about how and when you are supposed to book them, which ones are first tier and which ones are second tier, and really, which rides are worth getting a FastPast for. There are so many choices and decisions to navigate as you embark on your first trip to Disney World!

    Such was my experience as we spent the spring planning for our first trip since the late 80s when I was a kid, to take our six and three year old on the most magical trip to be taken at their age.

    I admit, I got so confused, I just turned all the planning over to my husband.

    And I realized, the experience of planning for a trip to Disney World is much like the experience of being hired for a job and waiting in anticipation- and sometimes utter confusion- about how it is all going to go down and play out for your new gig.

    But Disney has the experience before the experience figured out.  And with that, here are some tips I think we can all learn from Disney as we seek to create a world-class experience for our new hires before they even enter the park… I mean office.

    1. You gotta have an app. The My Disney Experience app helps you navigate and store all the decisions that need to be made for your trip.  Schedule dining, FastPasses and have the confirmation number to your hotel all in one place.  Confused about which FastPasses to get? Well take a look at the wait times on all rides at any given point in any day through the app.  Realize your kid is too short to ride Splash Mountain through the app?  No worries, ditch a FastPass for that ride in favor of another one.

    The tax paperwork, contact information and election options for benefits for a new hire are much like the choices for Disney World.  Plentiful and often overwhelming. To onboard a new hire effectively with all the choices this day in age, you’ve got to go digital with it and facilitate it through technology. Find the equivalent of the My Disney Experience app and allow your customer- aka your new hire- to get all the information needed to get all of the decisions out of the way.  Then it is all sent to you so that when they walk through the gates, they are ready for the magic.

    1. The magic band is a must. Magic bands, which are the ticket to everything in Disney World- your resort room key, your credit card, your ticket into the parks, etc.- arrives at your doorstep (customized to the color of your choice) about a month before your trip.

    To have seen my kids’ excitement over the arrival of those bands, you would have thought their arrival was the actual arrival at Disney World itself.

    Are you sending any unique and customized swag to your new hires before they start to get them excited about their experience with your company?  It doesn’t have to be expensive (the magic bands are just plastic), but it needs to be unique to your company and something that creates excitement.

    1. Pick up their bags for them. If you travel by plane to Disney, luggage tags will arrive for you in the mail before your trip.  You simply slip the luggage tags on before you check it with your airline, then you forget about the luggage.  Arrive at the airport, and there is no need to go to baggage claim.  Hop on the Disney Express bus that takes you in the comfort of air conditioning and TVs promoting the magic (and sales pitch) of Disney to your hotel, jet off to the parks, and when you return to your room, your luggage is waiting there for you.

    We often exhaust and or turn new hires off on day one because there isn’t a sense of ease taking place prior or during arrival.  Their computer isn’t set-up, the phone isn’t either, and neither is their email address.  Get the details set-up so that not a thought has to be given to them during arrival, so that people can be whisked off to the park- or to hitting the ground running on meaningful stuff, instead of their bags- day one.

    Disney was full of magic, and well, utter exhaustion.  But overall, Disney teaches us that is all about the customer experience. Your employees, old and new, are customers, are you creating experiences that treat them like one?

    What do you do to create a world-class new hire experience?

     

    Like this post?  You may also like:

    3 Tips for Successfully Onboarding New Hires

  • The Candidate Experience Influences The Brand

    The Candidate Experience Influences The Brand

    Branding is an important marketing topic. Some organizations invest heavily in a brand strategy that reaches many audiences, including the job seeker. A great brand attracts job candidates to an organization. As a marketer and HR professional, I have a unique perspective on this topic.  The marketer side understands the importance of brand equity and the HR side values the role it plays in talent acquisition.  Some organizations fail to make this connection. Other organizations offer poor candidate experiences, which cast a negative image. As a result, it harms the brand while turning away potential talent.

    Over the years, I have heard candidates’ horror stories of bad encounters, which diminish the job seekers value of an organization.  A few of these experiences were so negative that it impacted the candidate’s use of the products and services. Most job seekers desire an organization that aligns with their values and where a connection can be made to the culture. The candidate experience is an extension of the brand strategy. It expands beyond the talent acquisition strategy.  Recruiters are often the first human contact a job seeker has with the brand. Having a marketing orientation is vital to recruiting, since they are brand representatives.

    A negative candidate experience has a lasting impact. Talent acquisition influences brand equity.  Designing a marketing-focused talent strategy can create positive candidate experiences. Collaboration between marketing and talent acquisition is beneficial in driving the strategy.  Every encounter is exposure to the brand, so make it exceptional.

     

     

    About the author: Steve Graham serves as Vice President for Marketing, HR Business Partner, and college instructor. He holds graduate degrees in management and higher education. As a life-long learner, he has additional graduate and professional education in executive & professional coaching, health care administration, and strategic human resource management.

    He is a certified HR professional with The Society for Human Resource Management, certified coach with the International Coach Federation, and a Global Career Development Facilitator. His professional memberships include: The Society for Human Resource Management, the American Society for Healthcare Human Resources Administration, Association for Talent Development, and International Coach Federation. LinkedIn.com/in/hstevegraham

  • Could it Simply Be Your Generation?

    Could it Simply Be Your Generation?

    There is a lot of hype out there today, and there has been for quite of a few years, regarding generations in the workplace. It has become one of the key topics to focus on when it comes to interoffice dynamics and diversity issues in the workplace. And its fun to talk about it and classify people as such.

    While it is obvious that different events and cultural norms shape us all and these things can help define a generation of people (for example, who is dumb enough to think that 9/11 and the computer haven’t shaped the thought processes, ways of working and ways of interacting and communicating with others as clutch things of the millennial generation) it is also obvious that many of the things we chalk up to generational differences are quite plainly, age differences, not generational differences.

    Take for example this quote from Go Set a Watchman, Harper Lee’s much anticipated second book that was released this past summer:

    “Alexandra was not amused. She was extremely annoyed. She could not comprehend the attitudes of young people these days. Not that they needed understanding- young people were the same in every generation- but this cockiness, this refusal to take seriously the gravest question of their lives, nettled and irritated her.”

    This quote addresses Aunt Alexandra’s (Scout’s aunt, Atticus’ sister) feelings regarding Scout’s take on her marital prospects and priorities. The book is set in the 1950s, and Scout at the time was 26. She would be labeled a “Traditional” by generational standards, born before 1945, yet she is taking on the generational characteristics much like those we would see people complaining about today as millennial. Her aunt is serving the role of the traditional, traditionalist.

    Is it generation or is it just simply a product of age?

    A more personal story might help illustrate this dynamic. I used to run quite frequently with my dad. Full disclosure, he was born in the 1950s and therefore part of the Baby Boomer generation; I was born in the 1980s so I’m a part of the millennial generation.  On one morning run, I asked him about a friend of the family who had just started work fresh out of college at a government contractor.  I asked if she liked her new her job.  To which my dad replied, “Well her dad said that she doesn’t really like it all that much, but if I were her, I’d tell her to stick with it. Government jobs have great retirement and in 25-30 years she is going to need that.”

    To which I replied, “Yeah, always wise to stay in a job you hate for 25-30 years just to have the retirement package that may or may not be there 25-30 years from now.”

    You could chalk this dialogue of ours up to classic generational differences and it would make a lot of sense. That’s why people love all the generational stuff. However, if you stop and think about it, when I run with my now four year old and/or one year old 30 years from now (which I hope I will be doing), could the same conversation play over again and I have the response of my dad and they have the response I have? If so, that’s not a product of generation, that’s straight up a product of age and what is important to people given the certain “season” they are in in their life not the time period in which they were born.

    So before you go blaming your next workplace squabble on generational issues (or any one, single factor), stop and think about what combined factors shaped the person that you are disagreeing with. You may see generations at play, but you may also see a host of other factors at work (no pun intended).That’s why it is best to focus on training that captures the heart of all the sources of our differences and challenges as a framework to focus on the important takeaway: capitalizing on those differences by turning them into competitive advantages that create more productive and passionate workplaces.

    What do you blame on generational issues? What could you be doing to capitalize on these differences?

  • 7 Steps to Implement a Realistic Job Preview

    7 Steps to Implement a Realistic Job Preview

    Last week  we discussed why it’s important to do a realistic job preview.  So how exactly do you do it? Internships and co-op programs are long-term realistic job previews. This set up can provide a company with an opportunity to screen candidates without a making a permanent hiring commitment, but it may take too long.  For tips on starting a job shadowing program, click here.

    In the absence of setting up an internship or co-op program, you can do a realistic job preview in a day or a week. The ultimate goal is to simulate the work and the work environment in a way that helps you assess their fit and ability to perform the work and allows them to decide if the opportunity is the right fit for them.

    Steps to Implement Realistic Job Preview

    1. Select a set of work that this person would be doing if hired. This should be real work, things the company needs to get done anyway. You are just assigning this work to this person for the time period you’ve selected.
    2. To protect any proprietary information, since you are assigning them real work, get them to sign a confidentiality agreement.
    3. Give them the basic information and knowledge to success, but don’t show them how to do everything. Provide them with any basic internal knowledge they need to get the work done and introduce them to people that they will need to work with or through to get the tasks done.
    4. Bring them into the office (or if the work is virtual, let them work virtually) and give them the amount of time you think would be needed to complete the work to get it done.
    5. Let them go and do the work.
    6. Pay them the rate they would be getting paid for the amount of time they worked.  This adds to the realistic nature of the exercise.
    7. Assess how well they did the work, how needy they are in relying on others to get the work done and how well they interacted with others in getting the work done. Ask those they interacted with what they think. Creating a rubric of key criteria that corresponds with a scoring mechanism is a good idea. This helps to eliminate subjectivity and allows for better comparison across candidates.

    Because a realistic job preview is somewhat involved, we suggest doing it towards the end of the process with your top 2-4 candidates.

    Have you ever done a realistic job preview? How did it help you make a better hiring decision?

  • How Personality Assessment Can Help You Be A Better Leader

    How Personality Assessment Can Help You Be A Better Leader

    “This is why I’m not married anymore,” said a participant in a recent leadership training class.   She was partly kidding, but it was obvious that the results of her personality assessment, which were being used to launch the leadership training series we were conducting for her company, had struck a cord.

    Her personality assessment showed that she was a highly dominant, take charge, get it done kind of person.  These characteristics had served her well in her role in finance with the organization, but she realized that maybe her personality had impacted the success of her marriage.

    In another conversation with the director of a college career center, concerns were expressed about students’ ability to know themselves- their strengths and areas for development- and take this knowledge into the workplace in order to succeed.  In designing a leadership workshop for them, our first approach was to implement a personality assessment to help these student leaders with the self-awareness they seem to so desperately need.

    As we’ve often said, self-awareness is the first step in establishing yourself as a leader.   Although it isn’t the only way, personality assessment can help with this self-awareness and then provide a framework for building interpersonal relationships, providing feedback, delegating and a host of other leadership issues.

    Here are some assessment tools/vendors we use based on client needs (Note: It’s important to know which personality assessment is right to use based on your organization’s needs.   You should define the needs first- are you wanting to facilitate teambuilding, leadership coaching or training, make better hiring decisions, etc.- then pick the best assessment, not the other way around.):

    Hogan Assessments

    DiSC Assessments

    Tools from Assessment Associates International

    Myers Briggs Type Indicator (MBTI)

    How as a personality assessment helped you at work or in your personal life?