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Employees as Dogs:A Different Way of Looking at
Employee Recruitment and Performance Management
Maria M. Miller
Clemson University - HRD 830
December 2010
Employee comes into a position
Hired from outside the organization
Transferred
Promoted
Things aren’t working…time to call HR….
What’s not listed on the job description?
Breed = Temperament
That dog don’t hunt!
People have temperaments too!
Does a job require a particular temperament?
What we needed What we hired
Temperament: Laid Back Versus Hyper
How did we get here?
How do you hire for temperament?
3. Look for hidden elements in the job description
5. Ask non-traditional interview questions
7. Personality testing
Is it Possible to Change Temperament?
Alternatives to Coaching
Case study: the Australian Shepherd
Case study: the Bloodhound
Case study: the Vicious Dog
Conclusion—Remember Temperament
• In hiring, first look at the position and see if there are elements not listed in the job description– Use non-traditional interview questions– Personality testing is a possibility
• With current employees, explore alternatives to coaching– Changing job duties– Adding to job duties