Better Hiring Saves TIME & MONEY!
At some point or another, every business owner or manager has made a bad hiring decision. Though hiring can be a very complex process, there are some very simple, tried and true techniques which can SIGNIFICANTLY improve the odds of making a truly good hire.
Here are three basic tips that should be part of any hiring manager or owner's hiring plan:
1.) Prove basic things early.
Since you know that you want to hire someone who is willing to follow basic instructions, consider including unusual requests EARLY in your application process. For example, your advertisement could conclude with something like this: "For consideration, send your resume, including salary history, along with your favorite food, to ..."
Applicants who fail to follow those simple instructions (or supply an explanation for why they did not) are immediately disqualified. As a small business owner or manager, do you really have time to follow that person around and see if they follow through on every assignment? Of course not. So find out early!
2.) Search for clues on how the applicant's THINK, not just what they KNOW.
Consider using simple, open-ended questions in the interview process. Try something like this: "Tell me about your most recent position. What did you love about your job? What did you hate about it? What kinds of things would you have done differently if you had been the boss?" The answers to questions like these will yield very valuable insights into an applicant’s philosophy and their perspective on a variety of work-related issues. ALL KINDS of flags, good AND bad will fly if you pay close attention to these answers. (Hint: Always try to use strong adjectives like "love" and "hate". These words evoke strong feelings and that's part of the value in the exercise.)
3.) Have a balanced hiring system.
Understand that skills and expertise represent only one side of an individual's overall work balance and value. The other side of the scale is attitudes (IE, the way they APPLY their expertise and skills in a given environment or the way they DO their work). This less tangible side of the scale is often overlooked. That's why in a recent study of more than 20,000 new hires "attitudinal" misfit was responsible for 89% of hires that didn't work out. Again, the skills and expertise are rarely the problem...attitude is. (There are easy to use, proven tools available to help you identify attitude fit or misfit.) - Dan Schawbel, Forbes, Hire For Attitude
"I don't have time to worry about a "hiring plan". I need to hire help--NOW!"
We've certainly heard that, and we've even said it ourselves! It's tricky; as Main Street business owners and managers, we typically don't hire until there's a clear need. This is wise. The tricky part is making certain that we don't jump at an applicant out of our own need, ignoring the flags that might be warning us of hazards ahead. Unfortunately, bad hires because of time pressure are all too common. Sometimes we just have to "slow down to speed up". The answer: Have a good solid hiring plan and work the plan!
Regardless of what shape your plan is in, put these three tips into practice! They WORK. Meanwhile, if you don't have all of the tools you need, drop us a line or give us a call; we can fill in the gaps and have you nailing your hiring goals in no time. Remember, our initial consultations are always FREE but bad hires are NEVER free. They cost you time AND they cost you money!
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