What is your #1 Rule in Hiring, Kolbe and Clifton's

Often, thinking you can bypass your process and force a fit leads to a lose/lose for the company and the candidate. On today’s episode, Access EForms COO Davin Marceau sits down with CEO Tim Elliott for a discussion on building your team, aligning your hiring with the customers need, your capabilities, and the strengths of the individual. See more from Access EForms in the show notes below: (1:08) COO Davin Marceau discusses hiring and people and CEO Tim Elliott about what his rules are about that topic. (1:44) After 30 years in business, Tim breaks down the tendency of organizations that reveal a pattern in your hiring. That pattern can be improved and tools can be leveraged for optimization.  (2:05) Simply put, are they a fit for our team? (2:25) CEO Tim Elliott uses two tools that has led him to navigating this topic: Clifton Strength's Finder - https://www.gallup.com/cliftonstrengths/ Kolbe's - https://secure.kolbe.com/k2/show_takeIndex/indexType_A (3:12) COO Davin Marceau talks through the impact of making this decision incorrectly. The impact doesn't stop at the hiring manager  or Human Resources, it impacts the culture. (4:02) The instructions and attention to detail for the candidates communicates how they work and provides Access the necessary information they need in order to screen to the next step. (4:49) 100% of the time you believe that you're able to bypass an internal process, it works against the company and creates more headache and heartache. (5:42) "Crowdsourcing" apps provide a great illustration of how to compile information quickly, then display an alternative direction forward that may run against logic in the beginning, however, leads to a similar scenario when you try to shorten the "short-cut". (7:01) One of the tools that is used to evaluate talent, Kolbe A Index, gives the hiring team the ability to see how someone thinks and how they solve problem. (7:52) COO Davin Marceau provides insight into how the results of these tests give insight in how the different results interact with each other. Some don't play nicely together. (8:56) An example of how this affects culture is how Davin (COO) and Tim (CEO) interact with each other and view information, relative to the decision.  (9:36) CEO Tim Elliott shares how much he can appreciate the impact on culture this hiring discipline has spilled over into decision making on other key topics. Personnel and strategic alignment with other executives are impacted by these assessments, while also giving the company critical information into how to work with people of different backgrounds. (10:28) Building trust in the process sounds good, however without the deliberate analysis of going back to the data and a conversation, helps Access to make better decisions.  (11:28) Setting your ego to the side when you're making decisions, especially decisions like hiring, is very critical. (12:12) There are components of these tools that give Tim and Davin better information about the candidates, like "Quick Start" or "Follow Through". (13:11) The Clifton's assessment gives 34 different characteristics and shows how a candiate's strengths work for or against them. This also provides the company unique insight into how the job-seeker would impact the company's culture, if they're a fit.  (14:21) Understanding how people react and respond to coaching gives Access the ability to keep folks in their strengths. This leads to more production and happier people in a more advantageous position. (15:31) What is 8832? COO Davin Marceau reveals that he arranges and learns, while talking about the breakdown of how he makes decisions.  (16:34) Having relationship skills that are strengths, especially in a position that requires a candidate to build relationships will give folks a huge advantage coming to work daily. (17:27) COO Davin Marceau talks through an executive on the team that recently discovered how impactful aligning the assessments with his work has been. (18:03) CEO Tim Elliott asks the listeners to share their experiences with these assessments and asks for feedback from you in the reviews section of this podcast. (18:47) Applying what you learned from these assessments isn't a one size fits all - Access has found that there are nuances to making sure they continue to improve their process, following through into checking references for instance. (19:17) Even if someone is able to hit all of the predetermined criteria, the best way to validate your findings is to do reference checks. Subscribe and Follow to Maintain the “Leadership Mindset” Facebook - https://www.facebook.com/AccessEFM/ Twitter - https://twitter.com/Access_eforms Linkedin - https://www.linkedin.com/company/accessefm/ On today's episode: Tim Elliott, CEO, Access EForms - https://www.linkedin.com/in/tim-elliott-b84b39a/ Davin Marceau, COO, Access EForms - https://www.linkedin.com/in/davinmarceau/