The Season for Hiring

April 2, 2012
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For most of us, the hiring season has arrived. The process of finding and keeping the right people can be a daunting task. How can we make this not so painful?

For most of us, the hiring season has arrived. The process of finding and keeping the right people can be a daunting task. How can we make this not so painful? How can we keep the good ones that we find? You want to have a good experience with hiring, so here are a few tips to guide you.

Consider your approach to finding the right candidates for your company. You will want to make sure you are fishing in the right pond. Are you just placing a “help wanted” sign in the window, or are you placing an ad on a career finding website? Do you want the randomness of whoever walks by your building to be the candidates? Or do you want the position to be viewed by serious candidates seeking specific employment? When you create the ad, make it stand out and make it as professional looking as you can. You want the talented candidate to recognize your talent.

Stick to a routine of questions when conducting interviews. You will begin to be able to really read people when you ask them the same questions that you’re asking other candidates. There are many great questions out there, but be careful not to ask any discriminating ones. One of my favorite questions to ask is “What qualities do you appreciate in a supervisor?” This question helps me to find the potential employee’s expectations and values.

When you have found the right candidate(s), have a game plan for their introduction into your company. Create a thorough orientation and training program. You have built a lot of respect bringing your company to its current level. You will want this respect reflected to new employees from day one. The well-organized orientation will give the employee a great start and it will increase retention.    

After you have given an unforgettable orientation, set up a program to check in on the employee’s progress. This can be done at intervals such as the two-week, the 30-day and/or the 60-day marks. Inspect what you expect. Be honest with the employee about their performance and give them the opportunity to correct any shortfalls. 

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