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The time will come when you'll need to interview someone to join your business or your existing team. If you work in a large organisation then this could be someone from inside the company. You might even be the owner of a small business and about to start your first employee. Whatever the situation, you're going to have to make a decision about whether this person is suitable for the job or not. I'm aware that in some organisations a middle manager may have a new team member picked for them. The applicant is either hired by the Human Resources department or the senior manager. If you're in this situation then you must fight against it by communicating with your manager. You must assert yourself in this situation and give feedback to your manager. I appreciate the difficulty of this situation (I've been there). You'll find out how to do it in my e-book - "How to get more Sales by Motivating your Team" It'll be extremely difficult to be a successful manager unless you decide who'll be on your team. You need to have total faith and belief in every member of your team and they need to know that. It may be the case that you work for an organisation with sophisticated selection systems. Or you might own or work for a small company where you write the job advertisement, do all interviewing and make the coffee. Whatever the situation, there comes a time when you'll be eyeball to eyeball with a potential team member. Before you can ask a question or conduct an interview, you need to be very clear in your own mind - you need to know exactly what you're looking for. Now you might jump in here and say - "I know what I'm looking for - a new receptionist or a maintenance engineer, or a sales agent and I want a good one." But what do you mean by a good one? What you're looking for is someone: *Who can deliver the outcomes you need *Who'll fit with the company structure *Who'll fit with the existing team *Who'll respond to your style of managing *Who'll be happy in the job Let's look at each of these points in turn. Deliver the Outcomes The outcomes (you might call them goals, targets or objectives) for your business could be varied but I'm sure they'd be along the lines of - Finding new customers - holding onto the ones you have and getting them to buy more of your products or services. However for an individual team member the outcomes you need from them are probably more specific. These could be outcomes such as: *More orders (You'd want this from a sales person) *More happy customers who come back and also tell their friends (from someone in a customer service position) *Fast maintenance turnaround (if the person is an engineer or technician) *Well presented and delicious food (from a cook or chef) *A well run and efficient office (from an admin person) Outcomes are what you and your team are judged on. So you need to be clear in your own mind what outcomes you want from the person you interview. Fit with the Company Structure You also need to think about whether the person you interview will be happy in your company and your culture. Some people who move from a large company to a much smaller one often find it hard to adjust and vice versa. You must ensure that the person you employ will be happy working within your structure. That's why good interviewing techniques are vital. Fit with the team Will the job applicant fit well with the existing team? Maybe your team are a group of loners who don't communicate with each other but it's unlikely. They probably all communicate with each other have breaks together and generally chat amongst themselves. You can't pick people who're all the same - who wants a set of clones in the team? However you need to pick someone who is on the same wave-length as the rest of the team. Perhaps you could involve a team member at a second interview, they might have a better feel for whether the person would fit or not. Respond to your style How will the person respond to you, will they be able to work with your style of management? I've had applicants at an interview complain about their existing boss - "Do you know that he expects me to do such and such." And I've thought to myself, "That's exactly what I'd be expecting also." You've must have a good connection with the person you bring into your team. That doesn't mean that you're going to be best buddies but you'll need to be able to work together. Consider if you're the kind of manager who likes to work closely with your team and regularly check their progress. If so, you'll need an individual who wants structure and detail and is comfortable with close monitoring. If on the other hand, you're the kind of manager who sets outcomes and leaves the team to get on with it without much help from you. Then you're going to need someone who is happy to work with minimum supervision. They need to be happy Job applicants don't know what they're getting into when they start a new job. They might think they know but how can they when they've never worked in your team or your company before. Just as it's a risk for you when you start someone new, it's also a risk for them. You'll never totally eliminate the risk but it's your job minimise the risk for both you and the applicant. Golf Tips, Golf Lessons- How To Break 80. - How to Break 80 is an instructional guide for golfers looking to get the best golf tips, golf lessons and golf instruction. Powerful Landscape Photography. - Discover The Secrets Getting Your Landscape Photos Looking Like Professional Magazine Quality Photographs. This is a guest blog post written by Dave Kawula, a Senior Consultant with 1E. Dave was the guest on our January episode of the AlignIT Manager Tech Talk where we talked about how IT managers can take the risk out of their Windows 7 deployment projects. Below Dave details cost savings that can be claimed by implementing automation and self service as part of your deployment project. Read Dave’s other guest post on rationalizing your apps prior to a Windows 7 deployment >>
Imagine that you have finally completed the following phases of your project:Core Architecture, Gold Image Build and Test, Application Rationalization, Testing, Testing, and more Testing Now you need to get your images deployed to end users…well this is a problem because most organizations lack the forethought to automate this process. So when it comes to deploying Microsoft’s operating systems there are really two choices that we are normally presented with: Lite Touch and Zero Touch. Let’s take a moment and define both of these:
Now do either of the above work… the answer is yes absolutely. The issue is that all of this requires Careful coordination and communication to end users. This process normally involves hiring project managers, business analysts, corporation communication specialists, and costly IT Engineering time. My question is this: We are in a world where we can get applications delivered to all of our phones by simply clicking in a portal and having them magically installed. We can change devices and simply re-deploy these applications from the same portal. WHAT IF… you could do the same thing for your Windows 7 deployment. Just treat the Windows 7 deployment as nothing more than a complex application. Allowing end users to click on a Windows 7 upgrade icon in a portal. Then have them them schedule their own upgrade for a time that works for them. Check out this product from 1E Software called yes you guessed it, 1E Shopping:
Does this mean death to the manual spreadsheets… well probably not – we always seem to return to what we know and love. I have personally deployed this product and have seen the impact it has on the classical approach to operating system and software delivery. The only requirement for Shopping is that a customer must already own and have configured System Center Configuration Manager. The best part of this application is that it can be easily be installed and configured in less than five consulting days. So I want to wrap up this post with a little bit of simple math for everyone:
Now…here is a look at the old way! Deploy 1000 Desktops x $3,000 each = $300,000 in resource costs
How about the new way!!! Take the opportunity to incorporate this organizational change into your Windows 7 projects. From my previous post on application rationalization:
Add in savings from using automation and self service:
Assume your budget for this Windows 7 project was around $500,000. I will leave you pondering those numbers. Now of course remember there is an acquisition cost of new software that would save money. The nice thing about 1E is that all of their software pretty much pays for itself very quickly. I hope you have enjoyed this post and I welcome any feedback or if you want to share your experiences with your Windows 7 projects thus far. About Dave Kawula
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