Priorities For Growth | Middle Market Thought Leader

Join us when Lee Mandel, CEO, Intralogic Solutions Inc. explains how integration capabilities and IT knowledge have empowered his company to marry traditional alarm systems with IT networks and software opening the door to a new chapter of growth.   

How do you make a great hire? Spalding:  The first thing we do is we look at our best people in each of our areas, right. So, our best technologists, what are the characteristics that make them really good? Who are our best sales people? What are the characteristics that make them really good? Right. And there might be some obvious things like, hey, they're very responsive to the customer, they present well, right, there's an experience there, there's a knowledge, they think strategically long-term. But, we try to capture those in a profile, and then we benchmark that against any candidate coming in. And we do that through a few ways, we do that through some testing that we do around different profiles, and so forth to match it up, kind of customize testing against our profiles. We also do that during the interview process. So, we tend to have, we get accused of hiring slow sometimes because we really believe that we want to have a variety of different people interview the candidate. And then, frankly, we wa

How do you make a great hire? Matt Calkins: In order to make a great hire there are a couple of steps. One is finding and motivating the potential employee to work with you. And I don't want to focus on that, because I think it's relatively obvious how you do that. You raise your profile, you meet people, you work the channel, you ask your employees for contacts, those things are pretty well known. I think I'll instead focus on how you select the individual that you want to hire. How do you know who you should bring on? Here's what I look for. It's my formula. I look for people who have a great deal of talent. And you can tell that by talking with them, exploring the things they care about, looking at their resume, looking at their job trajectory. All that will give you a sense of their talent. It's relatively easy to tell that compared to the other things you have to detect. Second, you want to be sure that they are a good fit with your culture. In Appian's case we look for people who are harmonious with eac

Sandbrook: References count for me, references that I trust. Because in that hour interview or whatnot, you can get some sense but you can't be 100%. You're not always a 100% knowing that individual, what their work ethic is, how they really handle pressure, what are their true innate problem solving abilities? And I'm not a huge fan of canned tests. I think that leaves out another dimension and I think it demeans the individual. That I'm gonna look at all your test results from all these different prognostics and I'm gonna come up with who I think you are. So, I will tell you, what counts the most for me is somebody that I trust, maybe in another company that I've worked with before, to give me an honest opinion of the pluses and minuses of that individual. That outside reference is so critical to me, and it won't come off of that individual's list of references. It'll come off my own personal references that I'll find somebody that knows that individual.

Our C-suite leader guests answer one of the middle market's most daunting questions: How do you make a great hire? How do you Make a Great hire? So, we do a couple things to enhance the hiring process. The one most important thing I think we do is about two years ago we began to document our culture. And so it was writing down in what has turned into nine culture code statements that really we believe encompass our culture. And when I say document I think it’s important to remember that culture, well, you can write down whatever you want…you think you want your culture to be. But often times, our day to day actions turn into culture. That is, in fact, how culture gets built around the world, even like local country culture. It’s a sum of the series of actions and behaviors that a group of people take. And so we want to document that though to see what are the things that we seem to value and what are the things we seem to not value and, in fact, devalue or cause us problems? And so as we did that it became th

Our C-suite leader guests answer one of the middle market's most daunting questions: How do you make a great hire? Workforce Resources for Growing Companies     How do you make a great hire? “Be quick, but don’t hurry, number one. And number two is, there is a process. I mean, as we talked about previously, most processes involve … in today’s environment, when you’ve got employees all over the United States, one. And two, a lot of the corporate personnel, particularly in our space, the mortgage banking environment, a lot of these professionals work from home. Which is perfectly fine, because we measure by results and not effort. “And the ability to work from home is a big advantage to individuals, and it’s perfectly fine with us, but how does someone that works from home really understand about the organization that they’re going to work for? If the interview process just simply takes place over the phone, you take a look at a resume, and maybe call a referral or two, or you know, check on some references. I

Our C-suite leader guests answer one of the middle market's most daunting questions: How do you make a great hire? Workforce Resources for Growing Companies