Entrepreneurs today are having an increasingly difficult time and one of the most challenging issues is finding the right employees. Businesses today face many changes and one of the most pertinent one is hiring. It has now become commonplace to look for an employee that can do the work of five people. The most critical part of the team building process resides in finding people who will add growth and value to the company.

In this article, we intend to utilize the GIRITOC model as a working framework to smartly hire people for your company. To build a culture that cultivates growth, this framework will enable you to evaluate prospective employees as well as their fit within your company’s culture.

The GIRITOC Framework: A Powerful Tool for Hiring Smart People

The framework establishes an eight step process which each and every entrepreneur should have in mind when looking to hire. This model correlates your culture and enables you to build a reputation where you no longer have to worry about hiring mistakes.

Grit

In simple words, grit is referred to as the individual’s ability to show persistence and resilience amid challenges. Smart employees should have the strength to push through difficulties in every task they have to complete. For those individuals who seek to meaningfully contribute to the business in harsh conditions, grit is an imperative characteristic that these individuals should have.

Intent

Every employee has an intent or plan behind undertaking a task. As such, it is essential for any organization to have employees who possess good intent, in other words, motivation or “good will” which is aimed at moving the organization further. Employees who intend to work for the betterment of the organization will ensure its success, unlike those individuals with bad intension who will seek to drag the company down.

 Rigor

This is the term used to describe the effort that is conscious and bounds to be productive over time. Efficiency should not be the only feature your employees or your staff possess; they also have to demonstrate a very strong level of commitment and work ethic. This attribute ensures that they will continue to push for refinement and excellence regardless of how monumental or minute the task may be.

Impact

An employee’s ability to make decisions which can alter the scope of the organization or change its outlook is referred to as impact. An employee needs to be smart enough such that he is able to swiftly, yet rationally make decisions that positively impact the company’s bottom-line as well as that of the customers. The capacity to manage and create results that positvely impact is an imperative component in expanding the business.

 Teamwork

As talent does matter, collective contribution of effort makes an organism and is the key to success over protracted periods of time. Employees should be able to work together, share their expertise, and add value to the collective score of the team. Employing a highly skilled individual who completes all his tasks but does not integrate into a team environment is very counterproductive and detrimental to the organization’s development.

 Ownership

A work aspect that weemowers is taken ownership means that which is assigned to them becomes their responsibility. You do not need to watch over employees who demonstrate ownership as they do not require guidance. Theyget the chance to focus on smartest and work with strategy development for business expansion, as they are accountable for their work.

 Curiosity

Innovation never ceases to exist, and it starts from an inquisitive mind. The most curious of employees will look for new methods to improve processes, products, or services, and are the most valuable for pushing the rest of the company to new heights with their problem-solving capability and constant desire for self-education.

How to Apply the GIRITOC Framework Within Your Hiring Process

After understanding the GIRITOC framework, the next step is considering implementation. In particular, here is how you can frame it in your hiring process:

Situations to be Given to Candidates

Let the candidate face some challenges that they are likely to encounter when working at your company. Interviewing them with this in mind will provide insight into their thought processes and possible solutions to the problem – both of which are useful for determining their level of critical thinking, problem-solving ability, and company-matching philosophy.

Review Instructions

Following the answers given by the candidate, you can have them rate them from 1-5, with one being the worst answer and five the best. This method will provide an easier way of determining your candidate’s potential.

Assessment of Candidates:

• The more times a candidate garners a 4 or above, the more suited to your company they will be.
• If the candidate’s scores are consistently 2 or less, they are likely to be unqualified for your organization.
• A Sample Context for Assessment

This is an example of a context that can be explained to a candidate:

• Imagine that you need to dispatch a payment to a vendor in the form of a cheque for Rs. 5 Lakhs. You have until today to send out the cheque, otherwise, the company will incur a loss of 20 days. The senior management is not accessible and the manager is not able to sign off on the cheque. In such a case, the manager needs to take action in some form else the business will take a hit. What action should the manager take?
• This scenario evaluates the judgment of the candidate, general responsibility they are willing to take, and how they engage with the problem. You can pose similar questions to candidates and evaluate their responses.

The Effect of Hiring Intelligent Employees on Your Organization

With the GIRITOC framework, you can employ those who are capable of performing as multiple people. It is clear that intelligent employees are beneficial, as they do not require large groups or extra hands, which only adds to spend and not profits. Instead, they improve profits.

Self-motivated and responsible employees are capable of efficient work as they can easily manage the work of many people at once. Due to this, organizations function more smoothly, outcomes improve, and profits increase. Rather than employ a lot of people for minor tasks, it is better to employ a few talented people who can do much more than just one single job.

Plan without Action for Acquiring Intelligent Workers

These are the steps you need to take in order to implement the GIRITOC framework and put it to extensivs use.

• Use the Framework Itself
• In meeting the prospective employees, use the seventh criteria in the framework for hiring as a check list.
• Sit Down With Other High Performing Employees
• Sit and strategize with other top performers regarding the situations that can place the skills of a candidate under test so that there are devised well round scenarios for assessing all candidates who apply.

Book a Consultant

If applicable, book a human resource consultant specializing in business strategy to assist with the selection of pertinent scenarios for review. This will help you work back from your desired goals and make sure that you are testing for the right qualities in the people you may hire.

Examine Your Hiring Efforts

Make sure to keep an eye on the hiring results that are produced from attempts to systematically streamline the hiring process. Re-evaluate solutions where hiring smart personnel is antifarming as hinders growth for the business interests of the company in question.

If you implement the presented action items and the GIRITOC framework, you will be able to recruit competent people who will assist in the growth, innovation and profitability of your business.

Conclusion

Recruiting smart people is among the most fundamental decisions any entrepreneur will make. With the use of the GIRITOC framework, your recruitment processes is bound to be systematic, focused and efficient in pinpointing such people. This will allow for more time, low cost and greatly boost the profits and revenues of the firm.

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