Efficiency!
How are you measuring efficiency? And how does it differ from effectiveness?
If it were the furnace or air conditioner in your home, you would likely say, it was efficient if it was delivering the best results for the least amount of energy consumed. It could still be effective, heating and cooling, without being efficient.
If you think of this in terms of work, that would equate to the best results with a minimum of effort and/or resources spent.
So, why, if that's the case, do we continue to reward those who waste the resources of the company, agency (government or otherwise) with high salaries and bonuses?
In short, it's really as simple as, a bad contract - which is your inefficient way of hiring.
A typical contract contains information about compensation and benefits, but, rarely addresses specific performance aspects. Why? Most companies don't know exactly what the benchmarks should be and most boards of directors are likewise in the dark. If they don't know, they can't write it in. And, of course the legal office assisting is usually just as uninformed as the board of directors.
Your organization should be very specific about what you want your new hire to do, but, it should not only be effective (finding someone to fill a spot) but, efficient (finding the right person to fill that spot). You can effectively hire and give that person the resources to get the work done, or, you can hire someone who will work efficiently and effectively. Basically, this is the proactive approach to hiring vs. the reactive approach of hiring to fill a spot.
So, how do you hire efficiently? Get to know who you are as an organization and find out what you want to get done. Then, when you're writing out a contract, you will know exactly what you need someone to do and how you want them to get it done - efficiently! And get rid of buyout clauses. If someone isn't working out, you should be able to get rid of them without paying out an additional 18 months or more, for the privilege. They are, after all, your employee, not, your partner.
Happy (head) hunting!
How are you measuring efficiency? And how does it differ from effectiveness?
If it were the furnace or air conditioner in your home, you would likely say, it was efficient if it was delivering the best results for the least amount of energy consumed. It could still be effective, heating and cooling, without being efficient.
If you think of this in terms of work, that would equate to the best results with a minimum of effort and/or resources spent.
So, why, if that's the case, do we continue to reward those who waste the resources of the company, agency (government or otherwise) with high salaries and bonuses?
In short, it's really as simple as, a bad contract - which is your inefficient way of hiring.
A typical contract contains information about compensation and benefits, but, rarely addresses specific performance aspects. Why? Most companies don't know exactly what the benchmarks should be and most boards of directors are likewise in the dark. If they don't know, they can't write it in. And, of course the legal office assisting is usually just as uninformed as the board of directors.
Your organization should be very specific about what you want your new hire to do, but, it should not only be effective (finding someone to fill a spot) but, efficient (finding the right person to fill that spot). You can effectively hire and give that person the resources to get the work done, or, you can hire someone who will work efficiently and effectively. Basically, this is the proactive approach to hiring vs. the reactive approach of hiring to fill a spot.
So, how do you hire efficiently? Get to know who you are as an organization and find out what you want to get done. Then, when you're writing out a contract, you will know exactly what you need someone to do and how you want them to get it done - efficiently! And get rid of buyout clauses. If someone isn't working out, you should be able to get rid of them without paying out an additional 18 months or more, for the privilege. They are, after all, your employee, not, your partner.
Happy (head) hunting!
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