Employee recruiting can be adversely effected if the employer

has Entreprenurial ADD

Attention Deficit Disorder (ADD) is a serious condition
affecting children and adults.  My intention here is not
to minimize this serious condition or make light of it.

However, I have observed situations involving many owners
of businesses where the only logical explanation of an
owner’s behavior is what I call Entrepreneurial ADD.

As I have classified it from a non-clinical perspective,
Entrepreneurial ADD is a condition of uncontrolled
meddling into the jobs of employees and a pattern of
inconsistence behaviors that destroy the morale of
dedicated employees and the hiring process and limit your futur employee selection.

HR CONTRARIAN POINTER: If you are a business owner who has
to jump-in to “save” a job or execute an order, then you
may have Entrepreneurial ADD.

Whenever I have seen an owner jump-in to “help-out,” I
have often seen the owner sidestep the operational
guidelines that he/she has setup and/or make special
deals that everyone else has to live with.  The negative
impact of such owner-behavior can be devastating on the
workforce.

If you truly can’t control yourself and let you hire employees
for, then maybe you have a clinical ADD issue.  Otherwise,

I would recommend hiring a
business consultant that can help you focus on the systems
and processes of your organization.

The true mark of a manager is how well the business runs
when he/she is not around.

One of the most important factors during the interview process prior to actually interviewing a candidate is to gather a nice pool of potential candidates based on their hard skills.  The idea of this type of recruiting is to find a group that will have at least one great candidate in it who can be discerned with proper interviewer skills or interviewer techniques during a structured interview.

Hard Skills:

Hard skills represent the technical skills, education, and/or experience that a candidate must have in order to be considered for a position. Many times we simply accept the hard skills that a candidate lists on a resume or application. However, the interview process and any subsequent reference checking should be designed to verify these hard skills. For our purposes below, I will not be addressing education, but only addressing technical and experience skill sets.

I have included on the CD that accompanies this Program a sample document, Hard Skills Checklist Sample. This document is designed for you to list specific technical or experience skills that a candidate must have in order to effectively perform your open position. This sheet requires a candidate to identify the number of years of experience that he/she has utilizing each skill and his/her opinion as to the level of proficiency on each skill. The sample form on the CD is a checklist for an administrative position that lists the common Microsoft Word and Excel functions that a person may need to know to work effectively in a position. All you need to do is replace the WorFd or Excel skills in the Sample with the specific skills required for your open position and provide the form to your candidates to complete. At the onsite interview, I would either use a test or ask a series of technical questions in order to verify that the person has the hard skills that he/she claims.

By using a candidate’s hard skills to figure out if they are worthy of an interview, you will be developing a great tool to add to your interviewer skills and techniques that will allow for greater hiring success.  Don’t base a decision solely on these hard skills, however, because without a good personality, a candidate may not be well-suited for a position regardless of their intelligence and ability.