And other duties as assigned...

Hiring is intensive, sometimes exhausting, but certainly necessary in many businesses. When you hire for a position and the job description includes "and other duties as assigned" you're stating that you need more than you're willing to admit. This becomes an implicit question (what else will I need to do?) whose incomplete answer causes a disconnect. That disconnect can be disastrous if the rest of the experience isn't well-designed.

Hiring a person vs. hiring a position

What you mean when you say "and other duties as assigned" is "I want you to do what's necessary even no one is telling you to". People are far more valuable than the role they fill. You have to embody that in every process, but especially in the hiring process. Treating your people with respect is simple and it has the potential to directly impact the bottom-line.

When a customer interacts with an uncaring employee, they have evidence that the business is uncaring. An example of this is the cashier with a poor attitude. You don't need cashiers who worship the ground your customer walks on, but you do need cashiers to convey that the customer matters. The same idea holds for hiring, the potential employee should understand that they matter (and you should believe it too).

The Story of Richard Montañez*

Richard Montañez worked as a janitor at a Frito-Lay plant in 1976. In an internal communication, employees of the Frito-Lay company were encouraged to "act like owners" and Montañez certainly took it to heart. Some time later, he noticed that a machine on the assembly line had malfunctioned, leaving some Cheetos unflavored. Montañez took them home and began developing a recipe for a new, spicier flavor. He pitched the idea to an executive and, before long, Flamin' Hot Cheetos were born. The product was incredibly successful and started Montañez on the path toward an executive position at the company.

The employees we hire, from the executive to the entry-level, have the potential to disproportionately contribute the bottom-line. Price's law states that half of all results will come from the square root of all contributors - if there are 100 employees in a firm, 50% of the results would come from just 10 people. It's difficult to uncover who those 10 are and, if they are known, reward them appropriately (certainly a discussion for another post). It gets even more complicated when you consider that, over a certain period of time, those 10 may change. It is imperative that you build your organization with employees who have the mindset of an owner. Of course it's easier said than done, but your hiring process is a good place to start.

Want to increase the quality of employee engagement? Unsurprisingly, it starts with you. Book a training session with Plant and start your journey today!

*"How 'Flamin' Hot Cheetos' transformed immigrant janitor without a high school degree into a corporate executive"

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