Ask the Flexpert…What to Consider in a Needs Analysis?

Needs Analysis

When focusing on the types of needs required for a particular position, Flexicrew recommends the following should be implemented to capture the relevant information:

  • Organization or Institutional Analysis
  • Personal Analysis
  • Content Analysis
  • Work or Task Analysis
  • Suitable Training Analysis
  • Performance Analysis and …
  • Cost Analysis

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Organization or Institutional Analysis

This comprises the strategic plans of the organization, objective and goals. A proper development program should offer an organizational-based analysis which aims at solving the problems in a given institution. For example, if a training program is set to prepare a warehouse supervisor, then any warehouse that needs or offers such a position should be consulted and every aspect of its needs be taken into consideration.

Cost-benefit Analysis

This compares the cost of training to the projected benefit of the employee undertaking the training.

Suitable Training Analysis

Here you aim to solve employment problems. This will clearly state if a given training of that particular position provides the desired solution to the problem at hand and in the near feature.

Personal or Individual Analysis

This entails a level of already existing skill and knowledge on a given training, learning styles, and whoever is supposed to carry out the training process.

Do employees have the relevant skillset?

Changes in policy, software, procedures or equipment necessitate further employee training and development.

Content Analysis

This should be done to the employees specific to their positions. Have a look at their documents and testimonials and compare to the task that is supposed to be undertaken. For example, if he/she is an engineering manager, find out if s/he has trained in engineering before and what of the management recommendations from previous jobs, if not then s/he requires further development in order to serve in that position effectively.

Performance Analysis

Performance analysis focuses on employees who are intended to carry out established standards. Below standard performance might require more development in that field to meet the set standard.

Knowledge, Abilities, and skills

All positions have competencies, which might vary from one to other. When explaining the particular position, all the desired skills, attitude, abilities and knowledge should be effectively pointed out.

Competencies

Here is a list of competencies that employees in a given position should possess to work effectively: innovation, teamwork, planning, decision making, self-management, persuasion and influence, global perspective, leadership, customer focus, technology, risk management, communication, action orientation, adaptability, results-oriented, analytical skills, establishing objectives, fiscal management, coaching or employee development, project management, interpersonal skills among others.

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Need help determining competencies that employees should possess or assistance in finding workers who meet those requirements – call Flexicrew Today!

4 Football Plays to Score Your Next Workplace Quarterback

Flexicrew will show you four football plays to help you recruit your next star workplace quarterback.

There are many parallels between a workplace quarterback and a gridiron quarterback.  Football quarterbacks motivate, and drive their team’s results.  In fact, teams often win or lose based on how well their quarterback plays.

In business, your managers are your team quarterbacks.  They require as much careful selection as any first-round draft pick. So, a good manager can motivate the team to achieve to its full capability, while a poor manager can discourage, deflate, and ultimately drive away high performers. In fact, studies report bad managers represent the number one reason people leave their jobs.

Ouch!

So for recruiters, the bottom line is knowing how to scout workplace quarterbacks that have the talent to execute the strategic playbook.

Here are the four plays that will land you a franchise workplace quarterback:

Play #1:  Flexicrew Scouts for a Workplace Quarterback That Will Work Well with his Team in the Huddle

It is really important to hire a manager who coincides with a team’s values.  Since a manager’s role is focused on people-to-people interaction—giving direction, feedback, and constructive criticism—a workplace quarterback really needs to understand:

  • How his team members function
  • Their work values and attitudes
  • Why they accepted their job when they were hired
  • Why they stick with the company.

The manager’s fit with the team culture really impacts his entire work group’s attitude and performance.

Also, remember that a manager will eventually hire others into the company.  Research recognizes that most managers hire people who are a reflection of themselves. If they’re a strong fit culturally they will have a further positive effect on the team.

Flexicrew ranks cultural fit near the top of our recruitment and screening approach.  That improves our success and decreases the chance of a poor fit.

First, we require that our clients write a job description that highlights job culture.  Second, we ensure questions relevant to cultural fit when interviewing for your workplace quarterback.

Employee Referral Program

We suggest you incorporate employee referrals as part of your search process.

Why?

Because current employees have an understanding of your culture and will likely recommend candidates who fit that culture. That improves odds for a win in drafting your workplace quarterback.

Play #2: Go Out Long for a Pass

Football coaches search for franchise quarterbacks like a Tom Brady or Aaron Rodgers.  They want one who ideally will be in the huddle for many years, not just one championship season. Your business likely has the same focus when hiring your workplace quarterbacks. That’s why we take the long view right from the start of the recruiting process. You know the qualities you need in a manager today.  But how will your firm develop? How would a manager’s style and responsibilities have to change as your firm moves forward?

Our professional recruiters and your hiring manager huddle together initially to ensure the job description, interview techniques, and candidate review approach all take a strategic view of the managerial operational role.

Play #3: Scan for Hidden Talent in a Workplace Quarterback

Finding your next star quarterback doesn’t only require scouting external sources. Your company may already have employees with the right managerial skills. For instance, current managers could be looking to switch departments.  Or individual contributors may be waiting to be promoted to their own workplace quarterback position.  Hiring from within has many advantages.  In fact it means expedited onboarding , familiarity with company practices, and internal hires have established relationships with other employees.

Yes, all these drive immediate productivity without having to study a new playbook.

However, internal recruiting requires caution.  You can sometimes make a mistake assuming that a persuasive individual contributor can become an effective manager. The role of an individual versus manager requires entirely different skill sets.  Even though continuing to promote top performers may seem like a natural progression.  Yet, we’ve all heard of the Peter Principle.   That’s why Flexicrew  helps clients evaluate their internal talent to find ‘under-the-radar talent ready for more responsibility.

Play #4: Flexicrew  ‘Reads the Whole Field’ when Recruiting a Workplace Quarterback

Fundamentally, a manager’s responsibility is more about working with others and less about production. Managers need to be ‘people persons’ and help their team solve unforeseen problems. So, that’s why we like to include situational interview questions like: “what would you do if…”.  They can be useful for our recruiters to decide if a job-seeker is a good fit.

Also, we ask candidates how they would react to events they could experience on the job.  We probe for situations your department has tackled previously. Situational questions should help form your judgment of the candidate’s decision-making skills, communication style and common sense.

In addition to questions specific to your company, we ask candidates for examples of how they’ve handled situations in other organizations. A flexible candidate should have sufficient examples in their background.

Our other post will help your recruiting success rate, “The 5 Common Hiring Mistakes to Avoid

Manage your Business and your Budget

For seasonal shifts in demand you can count on Flexicrew Staffing for workers with the skills to do the job. Call on us for:

  • Temporary Assignment Positions – plan ahead to meet your seasonal needs
  • Long-Term Placement Positions – hire without the hassle
  • Temp-To-Perm Positions – try before you buy
  • Direct Hire Positions – select from the best