BTL Mark: Resolve interoperability issues & increase buyer confidence
|Hiring Elite Controls Talent
like the “Big Boys” – Part 1
Senior Technical Recruiter,
BASI Solutions, LLC
(Building Automation and Smart Industry)
retaining top talent is no easy feat, especially for SMBs
(small/mid-size business) which is the majority of us in BAS and
large companies (1000+ employees) have an advantage not only because of
their name/brand, but they have “talent acquisition” resources beyond
the capability of most small/medium sized businesses.
During this and the next 3 articles, I am going to provide you with
real actionable items that you can implement immediately to recruit,
hire, train, and retain elite controls talent as well as, if not better
than, the “big boys.”
Objectively Determining a Candidate’s Cultural Fit Fast
line - as a service to the BAS/controls community, we will help you
benchmark your hiring team’s culture so you will be ready when that
candidate appears on your radar.
What does this mean?
If you read last month’s interview with “DC” Surface (Controls Manager of Commercial Controls Group, a division of Mingledorff’s), you’ll recall his discussion, in the last third of the article, about the criticality of cultural fit and communication. (Here’s the interview link: http://automatedbuildings.com/news/mar18/interviews/180227095090freeman.html)
is critical anywhere but especially in an SMB. And unlike in the hit
song by the Osmonds, one bad apple CAN spoil the whole bunch. There’s
less room for error.
First, some “not so fun” facts about the current BAS/controls talent economy:
Question – “So how can you hire elite talent like the “big boys?”
Answer – “Move fast while simultaneously assessing cultural fit.”
When a good candidate is found, moving fast keeps the talent out of the hands of the “big boys.”
But Skip, “If I move fast on the talent, how can I assess cultural fit? Don’t I need to have at least 3 candidates so I can compare, and have 2 or 3 conversations with each to know if they ‘fit’?”
Use data! (We use data in BAS don’t we?)
a candidate for hard skills is the easy part, but “cultural fit” is too
often determined by “gut feel.”
know it when I see it,” is often the mantra for defining fit and
“he/she just doesn’t feel right” is often the excuse for dismissing
someone from consideration.
it. We’ve all done it!
what do we do?
the culture of the team.
Use a proven EEOC compliant assessment. There are several that are
excellent (such as Caliper, Revelian, Predictive Index, and others).
Wit our clients, we use the TriMetrixDNA (by Target Training
The assessment enables us to to gather objective data on a person's
data is plotted, and a map of the team’s culture developed (see
created, not only can this be used to improve communication between
current team members, but when a potential hire is assessed, we can see
where there are matches and gaps
bottom line is this. No matter how skilled a potential new hire is, if
their behaviors and motivators don’t mesh with the team, they should
not be hired.
Here’s an example of an overall hiring process.
Bottom line – to hire elite control’s talent like the big boys, you’ve got to be fast and be right. While there are no guarantees (because, after all, we are dealing with people, not bits and bytes), if you:
As a service to the BAS/controls community, we will help you benchmark your hiring team so you will be ready when that candidate appears on your radar.
Reach out to Skip Freeman at skip.freeman@theBASrecruiter.com or call Skip at 678-480-4086.
Sample team plot and explanation of each
About the Author
mechanical engineer and former U.S. Army officer, Skip is now a highly
caffeinated slightly irreverent technical recruiter who’s passionate
about helping companies in BAS, controls and Smart Industry recruit,
hire, train, and retain top talent and helping top talent advance their
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