PAST BEHAVIOR IS PREDICTOR OF FUTURE PERFORMANCE

By
Education & Training with Performance Development Strategies

Unlike investing in the stock market, when hiring people past behavior does predict future performance. 

If you are not looking at behavior when you are interviewing you should be. Jim Collins and his team laid out the principle in the book Good to Great. It is as simple as “Getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.” It may be simple but it’s not easy. You will need to change the way you hire people.

Here is a simple fact. I have found that many employers in Westchester County NY tend to Job Interviewmake hiring decisions by looking at background in the industry, jobs held before, and job history. Many companies even do background checks. They spend a significant amount of time looking at a candidate’s skills and knowledge before extending an employment offer.  Granted that sales organizations including real estate understand more the importance of attitude and behaviors but not always.

What happens when you discover that the person you chose  “is not working out”. He had all of the skills and experience. More than likely he or she was not a culture match for the company. He or she did not share the vision and values of the company. Also, the failure might have occurred because the employee did not display the knowledge that you thought he or she had. You spent all of your time determining skills and knowledge but the employee failed because of behaviors and attitudes.

A well-executed hiring process that balances skills and behaviors will result in more successful hires. Here are some suggested steps in developing and executing your plan.

1.         Begin with a clear written job description. The job description should include job duties as well as requirements for the job. If you have never written a job description you should read a book on the topic or engage the services of a professional.

2.         Ask non-transparent open ended questions. The candidate should be doing most of the talking, not you and the answers to the questions should not be obvious.

3.         Ask questions that probe how a candidate would behave in a situation. Behavioral based questions help you discover how the interviewee acted in specific employment-related situations. A person’s behaviors are based on past and finding out how the applicant behaved in the past will predict how the new hire will behave at your company. Past performance predicts future performance. One example of a behavior based question would be, “Give an example of a goal you reached and tell me how you achieved it.”

4.         Use of assessment tools will help validate. Psychometric assessment tools provide objective and standardized measures of a person’s personality. Using assessment tools along with behavior based interviewing is a cost effective method of predicting how a person is likely to perform in a particular job.

 

Employee Appraisal

Using predictive tools rather than time worn closed ended questions will help you make the correct hiring decisions the first time, reduce failure, and increase performance. You probably have a large opportunity to improve performance at your company.  Here is the link to a similar post on our website titled HIRE THE RIGHT PEOPLE BY PREDICTING FUTURE PERFORMANCE.

Need more information about selecting the right people?  

 

Free Consultation.

 

 

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Ambassador
670,149
Rene Fabre
First American Title - Seattle, WA
Marketing in the Digital Age

Great read and spot on Grant Schneider ...  Having been in the industry for several years one thing I've seen is that many times the employee got the job because they were better at the interview than the one doing the interviewing. The best employees I've witnessed have been those with a good personality and work ethic, willing to learn, with a great attitude and social behavior. The 4 points you make really do help. They structure the process and take away a lot of the guess work.

Apr 14, 2015 03:12 AM #11
Rainmaker
4,110,991
Joan Cox
House to Home, Inc. - Denver Real Estate - 720-231-6373 - Denver, CO
Denver Real Estate - Selling One Home at a Time

Grant, you can really look good on paper, but personalities could make it a game changer.

Apr 14, 2015 03:47 AM #12
Rainmaker
1,947,536
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Jeff - great to know.  You never forget and it will help when you do hire.

René - yes if you can determine that personality and work ethic you are half way there.

Joan - that is correct.  Paper does not do the job.

Apr 14, 2015 04:17 AM #13
Rainmaker
2,119,713
Sharon Tara
Sharon Tara Transformations - Portsmouth, NH
New Hampshire Home Stager

Hiring and firing - not easy tasks.  Great advice for employers, Grant!  Although I could handle the hiring, I would not be very good at the firing!

Apr 14, 2015 04:59 AM #14
Rainmaker
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Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Sharon - nice rule of thumb is hire slow fire fast.

Apr 14, 2015 06:55 AM #15
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Kathy Streib
Room Service Home Staging - Delray Beach, FL
Home Stager - Palm Beach County,FL -561-914-6224

Grant- Hiring someone is easy... hiring the right someone takes some work.  In another life, I placed office support staff in Houston.  We had an applicant who had excellent skills, some education, professional appearance and appeared to meet the job requirements.  The only thing was that recently she had left several jobs in less than a year and the reasons appeared to be reasonable.  My client decided to pass on her for this reason.... while the reason for leaving the jobs were certainly reasonable, the client felt her flaw was that the applicant was not making good well thought out choices in the companies she selected.  

Apr 14, 2015 07:24 AM #16
Rainmaker
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Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Kathy - that is a good example.  Your client made a reasonable assumption.

Apr 14, 2015 01:57 PM #17
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Robert Vegas Bob Swetz
Realty ONE Group - Las Vegas, NV
Las Vegas Henderson Homes for Sale

Hello Grant ... your post is so true and some great information ;o)

Apr 14, 2015 02:47 PM #18
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Debbie Laity
Cedaredge Land Company - Cedaredge, CO
Your Real Estate Resource for Delta County, CO

I use to hire people when I was running a newsroom. In one situation I needed someone really quick to cover a part time reporting job. I hired a woman based upon where she was going to school and the fact that she was reporting for the public radio station there. The next day I came in to find copy that I couldn't read. She couldn't put a complete sentence together. I learned that lesson the hard way. 

Apr 16, 2015 11:33 AM #19
Rainmaker
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Lou Ludwig
Ludwig & Associates - Boca Raton, FL
Designations Earned CRB, CRS, CIPS, GRI, SRES, TRC

Grant

Your post is right on point . . . . past behavior will repeat itself . . . . Putting the right people in the right position is a critical for a successful business.

Good luck and success.

Lou Ludwig

Apr 16, 2015 12:02 PM #20
Rainmaker
1,947,536
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Bob - thanks so much.

Debbie - yes, you do live and learn.

Lou - thanks, history does repeat.

 

Apr 17, 2015 04:04 AM #21
Rainmaker
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Gita Bantwal
RE/MAX Centre Realtors - Warwick, PA
REALTOR,ABR,CRS,SRES,GRI - Bucks County & Philadel

This is good information . It is important to hire the right people. 

Apr 17, 2015 09:05 PM #22
Rainmaker
5,428,807
Roy Kelley
Realty Group Referrals - Gaithersburg, MD

This is very good advice. Many employers are also taking a very close look at social media activity.  A poor impression on Facebook could easily impact a career opportunity.

Apr 17, 2015 11:48 PM #23
Rainmaker
1,947,536
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Gita - yes,  and it does not a process to do it right.

Roy - That is an indication, true.  It is the same for all of us as business owners.  Behave on Social Media.

Apr 18, 2015 12:00 AM #24
Rainmaker
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Patricia Feager, MBA, CRS, GRI,MRP
DFW FINE PROPERTIES - Fort Worth, TX
Selling Homes Changing Lives

Memories resurface of my HR Behavior Based Interviewing process! All these things are true!

Apr 19, 2015 12:04 AM #25
Rainmaker
611,096
Judith Parker
ProStead Realty - Charlotte, NC
CRS, GRI, CMRS, Charlotte, NC

Good evening Grant Schneider ... great information and hiring the right person for the position is so very important. 

 

 

Apr 19, 2015 12:06 PM #26
Rainmaker
1,947,536
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Patricia - ah yes, rembering too the days of HR teaching managers behavior based interviewing.

Judith - yes, it saves time and avoids doing it over.

Apr 20, 2015 10:48 AM #27
Rainmaker
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Sally K. & David L. Hanson
EXP Realty 414-525-0563 - Brookfield, WI
WI Realtors - Luxury - Divorce

Yes...history DOES repeat itself !

Apr 21, 2015 11:55 PM #28
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Bob Crane
Woodland Management Service / Woodland Real Estate, Keller Williams Fox Cities - Stevens Point, WI
Forestland Experts! 715-204-9671

We do hire a lot of people, and history is a great indicator of potential for the future.

Apr 22, 2015 03:46 PM #29
Rainmaker
1,947,536
Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Sally and David - yes, you bet it does.

Bob - glad you look it at that.

Apr 22, 2015 08:31 PM #30
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