Leadership

If you’ve been in business for any length of time, I don’t have to tell you how tough it is to hire the right people.  Interviewing and hiring is one of the most critical task that we do as managers and it is not a tasks to be rushed through.  Typically, we needed someone yesterday, so we bypass or overlook certain things about an applicant just to get a person that will fill the present need.

How do you get so many good employees?

I’ve actually had my competition ask me this question!  First and foremost, I am aggressive at hiring.  I know what I need at all times and then I am always looking for that person.  Sometimes, I hire an applicant even when I don’t need anyone.  In my business, I know that I will need that good candidate sooner or later.  Does it work?  If you make it work!  In my industry, the average employee turnover is 300%.  In my business, my employee turnover is 88%.

Hiring is a process

Let’s face it:  you have a lot to do to run your business on a daily basis.  And those daily tasks are a lot easier if you have quality people to help.  You may not need to hire someone every week, but you do need to know when there is a possibility that you will need to fill a position.  How do you know?  Easy.  You have a plan!

Creating a Staffing Plan

This may be a project that you’ve never undertaken. Since I am mainly concerned with interviewing in this article, I will highlight the key points and you can find more detailed information here.

• Plan 3 months ahead
• Project your sales for 3 months
• Know the number of people you need
• Know the positions for each department
• Know the length of training required
• START NOW

Also, you must be aware of any employee who could potentially be leaving.  You do this simply by talking with each employee daily.  Learn about their personal situation, spouse’s work, children, pregnancy, etc.  Don’t forget:  make certain that you know if they are happy with their work and their supervisors!  If they aren’t happy, you can bet that she/he will be leaving!

Now, let’s talk about interviewing.

5 Steps to Interviewing

1. The APPLICATION

There is so much that can be learned from the application!  You just have to know what to look for.

1. Is the application fully completed?  No blanks?  I will not hire (or even interview) anyone who does not fill out the application completely.  Why?  This tells me that this person will not follow instructions.
2. Longevity?  Another standard of mine is that I won’t interview a person who has not held a job for at least a year.  There are a few exceptions, e.g., students, construction workers, etc.
3. Good writing skills.  Most any job requires that a person be able to write legibly.

2. REFERENCE CHECK

In today’s legal climate, it is hard to get a good reference check – but you must try.  At least verify dates of employment, pay rate, and dependability.  TIP:  call the previous employer and ask to speak with a former co-worker.  Also, be sure to talk to the applicant’s personal references.

3.  The INTERVIEW(s)

It is best to have a minimum of two interviews, one each with a different manager or department head.  Each manager will see a different aspect of the applicant.  If you are a sole owner of a business, then have two interviews but use a different set of questions each time.  During the interviews,  look for the criteria that you have set for the position.  Here are four criteria that I look for no matter what position is being applied for:

1. Discipline:  application completed fully, on time, no cell phone during interview
2. Longevity:  with previous employment
3. Writing skills  (also verbal skills)
4. Interest:  does she/he ask questions pertinent to the position – not the pay

4.  The TRIAL

This is my secret step!  It works beautifully!  After completing the above three steps, if you feel really good about the applicant then move to step 4.  You actually allow the applicant to come into your business and watch exactly what she/he will be doing.  The applicant is allowed to ask any question of anyone who works there.  This is his/her chance to interview you and your business.  She/he is not paid – it’s their own time.  This is a chance for him/her to find out if he/she really does want the job.  Then, at the end, ask her/him what their thoughts are about the job.  If you and the applicant agree, then make the offer.

5.  The OFFER

Be prepared!  Give the new hire any pre-employment paperwork, set the start date and time, the salary, and discuss what will occur on the first day of employment.  Introduce the new person to other staff members and make her/him feel welcome immediately.

Copyright ©2008 Ted Duboise

Ted Duboise has owned and managed businesses for 34 years.  More articles can be found at www.quiltjazz.com or you may email him at ted.duboise@quiltjazz.com.