#work techniques

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Helpfulness

A New Year’s Resolution: Hire a “Helpful” Team

By Fran Skinner

High-performing advisory practices tend to employ team members who make helpfulness a high priority.

Advisors interviewing new-hire candidates typically work from detailed job descriptions that revolve around specific work functions and common tasks. This is good; it is important to check the key qualifications boxes. But after determining if a candidate knows how to use Salesforce or has advanced industry designations, look for one more attribute: helpfulness.

Fran Skinner suggests asking candidates questions that probe their desire “to be a part of something bigger.”

Helpfulness sounds like a fuzzy, hard-to-define concept, but it is not. It is, simply, a strong desire to help others achieve their goals. My company’s work shows that high-performing advisory practices tend to employ team members who make helpfulness a high priority.

So how can you identify the quality of helpfulness in a job candidate? One way is to ask questions that probe the candidate’s desire to be part of something bigger than herself. While working with several successful teams, we noted that the members tended to assess personal performance by what they enabled others to accomplish.

One team member cited the following as his most important job functions: helping clients preserve wealth for retirement and future generations; encouraging the support of charitable causes; protecting clients from financial predators. This employee kept a red folder filled with newspaper clippings, magazine articles, and copies of online stories about clients doing good works. He said he saves his “feel-good file,” because “I know I helped make that possible.”

Another way to measure a job candidate’s helpfulness quotient is to ask for personal stories about how the candidate has been helpful in her work experience. Using this technique is a great way to gather intelligence about the candidate’s emotional commitment to being helpful. Does the candidate view helpfulness as a job requirement that she’s able to fulfill? Or is she genuinely enthused about the prospect of helping clients and contributing to the success of an advisory team?

More from Barron's Fund Managers Bullish on Economy “Bespoke” ETNs, ETFs Pose Risks Another DOL Rule Could Perish As part of the follow-up, ask a candidate to describe a time in the last three months when she went above and beyond expectations to satisfy a client request. Drill-down queries could include: When did this happen? What was the client request? What makes your actions “above and beyond”? Note that for positions in operations and compliance, a job candidate’s “clients” will mostly be other team members. If a person is passionate about being helpful, she will probably have many stories to share.

As we enter a new year, make a resolution to introduce more helpfulness into your practice with your next hire. It will bring your practice in line with the industry’s best, and it will inject into your work a passion to be part of something bigger than just collecting a paycheck.

Source: http://www.barrons.com/