What do you do when Reference Checks throw up two diametrically opposed assessments?

Project ManagementThis happened to a global resource company client of mine a couple of years ago. They had advertised for a senior engineer to fulfil the role of Project Manager for all of their major feasibility studies that were in the pipeline. The person they had shortlisted had all of the right experience and qualifications, and had recently been employed in a role at another company that involved major project oversight. Prior to that, this candidate had a succession of business development type roles which relied on his engineering experience and training. According to my client he seemed like the right person for the job. Certainly he seemed to ‘tick all the right boxes,’ but there was something that didn’t quite seem to gel in their due diligence and so they asked me for my assessment. It concerned the fact that the two reference checks they had undertaken were throwing up anomalies that they could not reconcile and they wanted to know why. Here is what I discovered…
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How to Avoid the costly Mistake of having Square Pegs in Round Holes

In my previous blog I asked the question whether your job is a good ‘fit’ for you I and shared with you some great questions to ask yourself if you are not sure. Here is an example of what happens when a highly qualified and fully committed executive is a poor match for his role, even though he has all of the skills and experience needed. Hopefully this is not your or your company’s experience. [Read more...]

Is Your Job a Good Fit, or are you a Square Peg in a Round Hole?

So much of what I do is to help companies select the right candidate for the role… or right ‘fit’ for the task… or right person for the promotion. Unfortunately, I have lost count of the number of times that I have been called in to assist with performance issues, when in actual fact the problem wasn’t the person, but the system used to hire, place, or promote him or her in the first place.

I am a strong believer in uncovering the talent and desire in people and leveraging that in a role for the benefit of them and the organisation. So often I see evidence of people being expected to perform in areas that are just ‘not them,’ and then being coached or mentored to change when the only thing such intervention achieves is the development of strong weaknesses. My preference is for organisations to find the right motivational fit for each role and then build teams of people with complementary talents and patterns of thinking.

It was particularly interesting for me to read these set of questions that were forwarded to me by Maggie Kelly, CEO of Successful Executive, a company devoted to helping businesses find and develop workplace champions. I believe the original source was the Australian Financial Review, 22-23 January 2011 edition, so I thank both Maggie and the AFR for some of these gems I share with you. You may find these questions useful in assessing your own current career situation. [Read more...]