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�The effects of hiring practices and leadership on performance.

By Lisa Leedy

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"Companies that are highly skilled in core HR practices experience up to 3.5 times the revenue growth and as much as 2.1 times the profit margins of less capable companies," according to From Capability to Profitability: Realizing the value of People Management.

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“Leadership development, talent management, and performance management and rewards were three areas in which "the high-performing companies differentiated themselves dramatically. In each one, these companies engaged in more activities and provided more options, did so more often, and were generally more effective” (Schramm, 2012)

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Talent Attraction

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The importance of the process

  • Define time parameters with explicit beginning and ending times for interviews and hiring team meetings
  • Be thorough and prepared
  • Be diligently immersed
  • Open communication for input, with consensus on the final direction
  • Silence implies consent, so speak up
  • Honor confidentiality when not limited by law
  • No peripheral huddles
  • Once a decision is reached, our message is unified

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Talent Attraction

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Consistency is key�Set parameters for interviews such as time limits for each candidate�Use consistent interview questions for all candidates�Call References

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Call references

Stay objective

Use a scoring system

Identify needs/formulate job description

Set clear expectations

Establish the need

Talent Attraction

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Articulate and agree on the needs before posting for a position

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Needs for Job Title:

Accountant

Classification

Salary, Exempt

Position Status

Part-time At-will, 20 hrs/ wk

Reports to

Chief Financial Officer

Benefits

No insurance, retirement or other benefits

Salary

$1.00, annually

Immediate needs, duties

Prepare financial statements, provide audit trail, attend weekly meetings

Core Competencies

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Accounting Degree, 2 years of documented experience in finance, ability to present reports to senior team members

Physical Demands

Able to lift 30lbs, work at a computer for 8 hour increments

Talent Attraction

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Where/how to advertise ?��Cost vs effectiveness ?�

Talent Attraction

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Use a Scoring Matrix

Stay objective��This keeps the scores about the necessary qualifications for the position based on the resume.

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Mandatory requirements can be “all or nothing” points-ex. 10 points

Allow a range for preferred experience, ex. 1-5 points

Giving a small point allowance for the reviewer allows discretion points for other positive attributes

Talent Selection

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Leadership� Promoting work-life balance

  • Flexibility for life situations

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  • Emphasizing the importance of balance

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Leadership� Acting on Conflict Early

  • Respecting diversity

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  • Communicate often and effectively

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Leadership� Offer encouragement and understanding

  • Encourage and praise excellence

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  • Understand individual motivators

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Leadership� Education & enrichment

  • Personal/soft skills development

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  • Training and technical skill development

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Preventing Challenges in Leadership:�Set Clear Expectations and Communication

  • set transparent objectives

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  • define distinct roles and responsibilities

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  • be conscious of procedures and systems

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  • recognize and support team chemistry

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References:��Schramm, J. (2012, November 1). HR Magazine: Effective HR Practices Drive Profit. Retrieved from Society for Human Resource Management: https://www.shrm.org/hr-today/news/hr-magazine/pages/1112focus.aspx��Window to the World Communications (Producer). (2001). Recruitment and retention (Segment 10 of 15) [Video file]. Retrieved from https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=http://fod.infobase.com/PortalPla ylists.aspx?wID=273866&xtid=30245&loid=9944�������

References

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8/6/2025