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