Hoteliers sometimes have a difficult time finding and selecting the right candidates for particular positions. We know the process starts with the interview, how do we know we are hiring the right (best) candidate for the position?

Have you heard the story of the salesman who was in the million-dollar club? One day his boss told him that he was doing such a great job that he promoted him to sales manager. You know how the rest of the story goes: The boss who promoted the salesman to sales manager had to eventually fire him.

Why? His profile (aptitude) did not fit the sales manager�s job requirements. We spend thousands of dollars each year giving potential managers management tests and analysis, and still choose the wrong person.

Consultant Richard Hagstrom uses the Green Light Profile to help individuals and corporations identify a person�s Effectiveness for a particular position. Think of the concept in the colors of the traffic light. Green: go, it is safe. Amber: be careful, proceed slowly and cautiously, and Red: Stop, danger.

The concept relates to the four different areas in which people can function with varying degrees of effectiveness and satisfaction -- Strategy, Task, Ideas, and Relationships or STIR. Each person has a Green focus area, the zone in which he or she performs well and is energized. The other three will be Yellow and Red.
 
When Richard gave me an assessment to determine my �Green� performance area, it was as though a �light� turned on in my head. It clarified why certain job functions were more enjoyable than others. It is not necessary that all tasks fall within one's Green performance area.  Some functions, where one is less effective, are referred to as �Yellow� and �Red� performance areas. When I am faced with tasks in the �Yellow� zone of my profile, I plan ahead and allow more time to get them accomplished, so I don't get frustrated. I allow even more time for those functions in the Red areas of my profile, and I'll ask for help from someone whose Green lies in my Red area. Often, the job is accomplished with minimal frustrations on my part and is done efficiently and properly. Such knowledge is a key to effective team building.

Here's a closer look at the components of each STIR focus area:
 

As you can see, people are unique and should not be put into pre-conceived molds. Find out the person�s Green performance areas, and place him or her in the position where they can use their Green Focus, and you will have a long-term, faithful, energetic, productive and satisfied employee. Better yet, you will have a great team of employees functioning like a well-oiled machine.