According to US Department of Labor reports, 2 out of 3 new hires prove to be a mistake within the first year – costing companies thousands of dollars for each departing employee. Hiring mistakes negatively impact productivity and erode your company’s profits. You can accept this as a cost of doing business or take the steps needed to get the right people into your company.
Tips to Hire Good People
Build a Case for Hiring
Before you replace someone or add a new employee, take the time to build a case for your decision. Too often when one team member leaves, we rush out and replace them. Instead, use this as an opportunity to look at your entire company.
Can you restructure some positions and hire for different skills than the departing employee had? What goals will the position allow you to accomplish – revenue, productivity, profitability? Should it be a full or part time position or should you outsource the tasks instead of hiring? What is the full cost for the employee based on wages, bonuses, taxes and benefits? Now you are ready to move forward.
Create Good Job Descriptions
Most business owners use job descriptions to insure the candidate is clear on the position duties and responsibilities. But a good job description also helps YOU find the right people — those that possess the skills and competencies to do the job and fit your culture.
In addition to tasks and skills, include the following: (a) certifications, education or experience required or preferred, (b) work environment and any special physical requirements, and (c) how you measure success – the performance indicators you will use to evaluate performance for this position. Good job descriptions for all team members keep you focused on what you want, ready to execute when the need arises and communicates your expectations to candidates and current employees.
Market For Employees
Recruiting, like marketing, is most effective when it is targeted, planned and executed with consistency. Start with the basic question, ‘What makes your company a great choice for potential employees?” If you are not sure, ask your current team – they’ll tell you.
Identify Best Method to Reach Candidates
How will you reach potential employees? Today you have a lot of options from online recruitment sites and social media to networking, referrals and print. The best method may vary by position and experience requirements. Be open to various approaches — especially if you want diversity within your company.
Always be on the lookout for good people who can bring value to your organization. Make recruiting something that is ongoing, not haphazard.
Make Hiring a De-Selection Process
Your time is valuable and you don’t want to waste it interviewing people who don’t possess the skills you need for fit into your culture. You can improve your process and save time by incorporating a phone screen on candidates that pass your initial resume or application review. Stay disciplined and only interview candidates who make it through your process.
Once you decide to bring someone in for an interview, email the job description to them in advance. So they are clear on the expectations before they arrive. This also paints a professional image of your company. The interview is an important step in the process, so have the candidate meet with multiple people, where possible, and use behavior interview techniques to probe for the skills and competencies that are most critical. Be disciplined and be patient. Be willing to turn down candidates who are not the right fit – don’t settle.
Most experts agree that hiring success hinges on job fit more than any other factor, including experience and education. So before you put out that job offer, do a little research. Today it’s easy.
Search engines and social media platforms like Facebook, LinkedIn and Twitter can help you uncover more information about a potential employee — good or bad. They offer clues on hobbies, personal preferences, likes/dislikes and more. Stuff that doesn’t necessarily appear on a resume.
Fill the Gaps
Many businesses include background and reference checks in their hiring process. Don’t skip these because you are in a rush to hire or the candidate was referred from an employee. These can often uncover potential issues but only if you take the time to call former employers and run background checks.
Believe You Can and You Will
When you tell yourself “I can’t get good help” — you defeat yourself before you even get started. We make true whatever we believe. So if you have a great team — own it and go hire more just like them.
If you have weaknesses in your team, then make fixing the culture, environment and people a priority. As the business owner, you own this as well.
So there you have it. I use this method when I hire people and with hundreds of small businesses that I work with. They work. So start putting this system to work in your business and you too can have a team worth talking about.
On a final note, once you have the right people in your company, consider the words of Stephen Covey, “Always treat your employees exactly as you want them to treat your best customers”.
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