Hiring: The Manager’s Most Important Decision

Of all the situations that confront a manager, the most important decision to be acted on involves recruitment. The addition of an employee to your workforce is a long-term commitment. Similar to many other circumstances in life, it often is much easier to get into the relationship than it is to undo the arrangement at a later juncture. For this reason, appropriate time, resources and thoughtful consideration need to be dedicated to the recruitment process, in order to optimize your investment.Let’s suppose that there are only two types of managers; those who are insecure and those who are confident. How might these different managers approach a hiring situation and what legacy impact would that have on their organizations?The recruitment process begins by defining the requirements of the position and the development of a comprehensive Job Description. Complementing the Job Description, a profile detailing the attributes of the ideal candidate also should be crafted. If there are particular characteristics that warrant emphasis, for instance punctuality with the young cohort known as Generation Y, these should be highlighted. Finally, formulating a series of behavioural-based interview questions will encapsulate the requirements of both the position and the profile.A slate of candidates can be identified based on a review of the resumes that were received. If high quality candidates are not evident from the resumes and interviews, it is imperative that the manager resists the temptation to compromise the position.Far too often, however, managers may try to truncate the hiring process. There are a variety of reasons that might compel the manager to do this. For instance, the manager may be under significant pressure to fill the vacancy, as quickly as possible. Or, the manager may fear losing the salary allocation. Or, service levels will not be fulfilled. Or, it really isn’t that important and it’s not a perfect world, anyway.But compromising the recruitment process is not an acceptable resolution. Instead, the manager should re-initiate the process, until the right candidate is surfaced. In some instances, broader and different advertising approaches might need to be considered. This will become evermore critical as the competition for labour intensifies due to the changing demographics and the shrinking labour force.The Insecure ManagerInsecure managers have nagging doubts regarding their competencies. Although the insecure manager might be proficient at certain tasks, there resides an implicit acknowledgement that there are deficiencies with many more. The insecure manager lives in fear that the deficiencies will be exposed and that they will be declared a fraud.An insecure manager, naturally, will feel threatened by strong, competent employees who may challenge the status quo or be overly enthusiastic about inventing innovative ways to improve business functions. Such a manager will be inclined, perhaps unconsciously, to recruit weaker employees who will not be seen as a threat to them.Over time, the insecure manager assembles an operating unit that is populated by sub-optimum performers who collectively are not capable of resolving business challenges. In these circumstances, even competent employees will give up when confronted by this impenetrable inertia and debilitating ennui.Now apply this predisposition and the resulting behaviour to the organizational level. If the organization is comprised of insecure, weak managers, then it follows that they will recruit a workforce that mirrors their profile. This commits the organization to a relentless downward spiral. It, quite literally, will be an unimpeded race to the bottom.The Confident ManagerConfident managers, conversely, have assessed and recognize their personal strengths and weaknesses. They also will have identified their blind-spots. Confident managers recruit employees who will offset the manager’s weaknesses and cover their blind-spots. They are not threatened by employees who have ideas and vitality.Confident managers welcome the synergy that blossoms from divergent thinking and healthy conflict. They value competency and collaborative problem solving approaches to business challenges. They assemble an operating unit that is energetic, trusting and vibrant. They recruit action-oriented employees, not excuse-makers.These managers also have a keen eye to the future. Their recruitment strategy extends beyond merely today’s needs. Having spent time considering emergent trends, the confident manager is deliberately recruiting for tomorrow’s environment. Finally, the confident manager is purposely recruiting and grooming their possible successor.Applied to the organizational level, a cluster of confident, strong managers collectively will have orchestrated an outstanding roster of competent, high potential employees. This is a high-performance organization that creates a competitive advantage, now and in the future.It is insecurity or confidence that guides the manager’s hiring process and predilections. The results are self-evident, for both the operating unit and the organization’s legacy.

Do You Need Travel Insurance When Traveling To Foreign Countries?

Many people ask the question, “Do foreign countries require me to have travel insurance?” Countries will differ on what they will require as far as insurance go, but if you like to travel a lot or if you like to go to places that many people would not normally go, then having trip insurance is a good idea for you and your family.When opting for travel insurance it is best to go with a company that has reliable underwriters. This means that your insurance policy will have a lot of coverage and if you go with a large company then you will be able to get a high level of support 24 hours per day. Accidents happen at the worst times of day, and so having a 24 hour support team for travel insurance can do wonders for your peace of mind.The next key factor to look for when traveling in foreign countries and buying travel insurance is to make sure they cover every country that you’re going to travel to. There’s no reason on opting for an insurance policy that does not cover you in your destination. The next thing to consider are your activities. Are you planning on snowboarding, surfing, skiing or any other types of sports where you may get injured? If so, then it is very important that your insurance policy cover these types of activities while you are in another country.Another factor in traveling are health alerts and safety alerts. When getting travel insurance, it is very important that you stay informed on the most up-to-date alerts for your travel and your safety. Also, some travel insurance plans will come with a medical option which is very important when you’re going to other countries that may have outbreaks in flu and/or contaminated water.Travel insurance is also very helpful for trip protection. Trip protection can cover anywhere from 100% to 150% of your total trip cost depending upon what plan you decide to sign up for. This type of insurance will also cover you for trip cancellation, trip interruption, delay and will also cover you if there are safety alerts due to safety issues and your traveling. Having this type of coverage is extremely important for your peace of mind and also for your pocketbook.Remember, it’s better to be safe than sorry. There is no reason to plan your trip and have it canceled the last minute and having to be out money when traveling insurance to foreign countries will help reimburse you anywhere from 100% to 150% of what was spent.These plans are very affordable and they are covered worldwide. Many plans cover up to $100 per person per day and can even help you recover lost expenses if your trip is delayed for an extended period. As mentioned, some plans can also cover medical expenses up to $10,000-$100,000 per person with a very low deductible. Making sure that you and your family are taken care of is of the utmost importance. When it comes to choosing travel insurance to travel to foreign countries then it’s best to err on the side of too much coverage than not enough coverage.

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