Here are some ways to handle
hiring that can save you time and money:
- Go to the local colleges
or universities and talk to the university placement program. Tell them what
you are looking for and they can put you in the right direction with their
recent graduates and current seniors. There are thousands of enthusiastic,
well- educated, professional young men and women that are seeking an opportunity
to grow and learn with a progressive company.
- Spread the word through
your local chamber of commerce, trade or business organizations that you are
looking for a qualified person. Old-fashioned word-of- mouth can bring in
several qualified candidates for the job.
- Talk to your customers,
friends and family to see if they might know someone in their network that
might be suited to the job. Having a personal recommendation is quite powerful
so you know the character of the person you are interviewing.
- Make an offer to your
current employees of a special bonus or gift for referring a person that you
hire. Make the stipulation that the person has to stay on at least a certain
period of time for the employee to be eligible for the bonus. This is just
a "trial period" so your employees know they have to recommend the highest
quality people in order to get the special bonus.
- Use classified advertising
in your local or regional newspaper. Be sure to be extremely specific about
the skills you are looking for; otherwise, you will waste your time being
deluged by people who don't fit your needs.
Once you get the inquiries
into the position you are offering, you must find out what really matters about
Important Tip - Find out
what a person has accomplished at former jobs and what they actually produced
and how they produced it - not just what they "did" on a daily basis. What was
their major contribution in their prior employment? How did their former employers
benefit from their work and bottom line production? You want solid producers,
not just a person with an impressive resume and good interview skills. There
has to be substance along with the sizzle. If you find out bottom line value
and benefit they have produced in the past and can offer you in the future,
you avoid hiring a person who could turn out to be incompetent.
Ten Important Questions
About a Job Candidate a Manager Must Consider:
- Is this person mature
enough to discuss conflicting ideas and job performance without being offended?
- Can this person listen
attentively and follow directions?
- Is this person able
to make decisions and be held accountable for those decisions?
- Is he or she able to
actively participate as a part of the team without shutting themselves out?
- Is this person willing
to work overtime when necessary?
- Can this person be as
dedicated to your company's success as you are?
- Is this person's resume
an accurate representation of their history? (You should check out salary
history, education, experience, budget or managerial responsibilities and
actual dates of employment)
- Do this person's references
- Will this person make
you and your company look good?
- Do you feel good about
this person and relate to them well?
If you hire right to begin
with, you will save enormous amounts of time and money and have the satisfaction
of knowing you got what you were looking for in the first place.