If you are hiring, here are some suggestions
Every famous entrepreneur has built a flourishing company with great employees by his or her side. Business founders cannot grow an enterprise single-handedly.
Some may try, but it is nearly impossible to do so. An entrepreneur can begin with an idea and begin to commercialize it alone. When the tasks become too great for one person to manage, a savvy leader will look to hire the best workers to help achieve the dream.
In today's economy, hiring the best people is more important than ever. Entrepreneurs can't afford to lose time, money and results by making a bad choice. There are expenses associated with hiring and training new employees; costs for desks; computers and other equipment, salary; benefits and taxes. With this in mind, leaders should always view new employees as an investment and anticipate an excellent financial return, over time, from each worker.
Over my career, I've hired hundreds of people. Some were exceptional employees who were major contributors to our success; others didn't work out. In most cases, when an employee left or was terminated, I was the problem. Those dismissed were good people. I just did not know how to properly hire new employees.
Historically, the only criteria I used to hire someone were that the prospective candidate had the best skills, experiences and ability to match a job description. That was a good place to start, but was far from the end. I suggest an entrepreneur consider information from each job applicant in each of the following areas:
* Competent: This is still the first factor to consider. Does the potential employee have the necessary skills, experiences and education to successfully complete the tasks you need performed?
* Capable: Will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? For me, being capable means the employee has potential for growth and the ability and willingness to take on more responsibility.
* Compatible: Can this person get along with colleagues, and more importantly, can he or she get along with existing and potential clients and partners? A critical component to also remember is the person's willingness and ability to be harmonious with you, the boss. If the new employee can't, there will be problems.
* Commitment: Is the candidate serious about working for the long term? Or is he or she just passing through, always looking for something better? A history of past jobs and time spent at each provides clear insight.
* Character: Does the person have values that align with yours? Are they honest, and do they tell the truth and keep promises? Are they above reproach? Are they selfless and a team player?
* Culture: Every business has a culture or a way that people behave and interact with each other. Culture is based on certain values, expectations, policies and procedures that influence the behavior of a leader and employees. Workers who don't reflect a company's culture tend to be disruptive and difficult.
* Compensation: Be sure the person hired agrees to a market-based compensation package and is satisfied with what is offered. If not, an employee may feel unappreciated and underperform. Be careful about granting stock in the company. If not handled well, it will create future challenges.
Job applicants will give you their answers to the seven categories. They may be modestly presented or exaggerated. To obtain a clearer picture on potential workers, I recommend you talk to former employment associates.
Don't accept any other types of references. An entrepreneur should not accept the list of friendly references a job candidate provides. Those names are generally acquaintances that will provide a biased report. Instead, the owner should ask the job applicants for the names of former bosses, peers and subordinates.
These people will share the truth and not mince words. Call the former co-workers and ask them to share with you how the job applicant fits the seven categories mentioned above. By doing this, a leader will obtain a full view, good and bad, of an individual and will be better able to select the best candidate.
For more detailed information about hiring employees, please visit www.alanehall.com. I have written an e-book on the 7Cs of Hiring that you can download for free.
Do you have further experience in hiring you would like to share, or do you have a hiring question for me? Contact me at www.AlanEHall, or send me a message at @AskAlanEHall.
Comments