Introspection V.S. Outside Perspective – Candidate Assessment Tool
I was recently invited by Bob Douglas & Associates to convey my perspective on hiring and promoting in relation to growing my business. Bob challenged me with key questions: “Do I have the ability to step back from existing relationships and make sound decisions, or do I need coaching?” Also, “Am I fully capable of assessing our current talent?” As owner and president of Healthcare Personnel, Inc. (HPI), I am constantly seeking ways to leverage known talent, while recognizing the benefits of hiring other qualified staff.
So, do I promote individuals because they are loyal and dedicated, manage their current role very well, could possibly be trained to advance; but the risk is they may not possess the insight, drive or skills to go to that next level for the company to grow and prosper? Being objective during an in-house assessment can be difficult. One must be able to step back from a situation to provide an unbiased evaluation. Thus, it has been critical for me to seek advice from an outside party for options on HPI’s growth. In a small business, relationships are often more close-knit. If one cannot be neutral in specific circumstances, an objective view is needed. Before a particular plan is pursued, it is vital to have a clear vision of the desired outcome. An outside sounding board is very valuable in this area.
While I feel my first priority should be HPI’s success, it can sometimes be difficult to make tough decisions about current staff. As the company’s leader, my actions should directly reflect my business ethics. These include fair assessment of employees combined with company growth. External advice may very well be needed to bring these factors together. A concrete goal can be established that should make way for the best business decisions.
The value in seeking outside counsel for difficult situations cannot be overstated. A good leader will know if remaining impartial comes naturally, so emotions don’t interfere with business goals. That leader also understands when to call for help from a professional not directly involved—a consultant who can assess and recommend objective courses of action.
I have concluded that the outside sounding board is essential for me to make the wisest decisions for HPI as a whole.
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