I recently visited with the president of a medium sized commercial Construction Services company and he wanted to talk about a particular HR issue that had plagued his company for a few years.
Most CS company hiring practices follow a well worn path: 1. Advertise / share the position opening 2. Evaluate submitted resumes and call references 3. Interview finalists 2, maybe 3 times 4. Decide who to hire 5. Hire and get them working
Few CS companies test potential employees but focus on: 1. Education 2. Training 3. Project experience
The focus is on a candidates’ Cognitive skills…not surprising in an industry that requires so much lineal thinking.
Cognitive skills show whatthe candidate knows.
This singular focus on what is shortsighted however in that it ignores the candidate’s Conative skills. Conative skills show how they put their Education, Training and Experience to use.
That was the case with the president of this company…and one I see often with Construction Services companies.
He had just let another project manager go who could in his words: “could really manage the budget and schedule of any project we gave him, but just couldn‘t communicate or get along with those he worked with.”
This “hire and fire” cycle based on observation only, damages the company‘s performance, it’s brand and the employee who they let go.
Letting talented, honest, dedicated employees go without first taking their Conative skills into consideration is tragic, painful and preventable, because the tools and process to do this are readily available.
For less “fade” than I’ve seen in one day on a single project, a company can test, evaluate and plan for the best use of a candidate’s skills.
Doing this is positive and affordable.
It doesn’t matter what department or position you choose, doing this creates the opportunity for your employees to reach their maximum productivity, sets you up for success and helps make your company the one that attracts the best talent available.
Want to share you Business Development experiences?