Tips
for Hiring New Employees
Ten
Tips
1.
Hire looking toward the future, not at today’s
needs.
•
|
Be
certain the job you want filled is one
that will have good future profitability,
not just fulfill a need you have now. |
| • |
Can
this position be divided and incorporated
into other employees’ tasks? |
| • |
Is
this job necessary to your company’s
future success? |
2. Have a good job description.
•
|
Analyze
the market to see what others in this
field do. |
| • |
Name
the essential job functions, experience,
education and certification requirements. |
| • |
Sort
essential tasks by abilities, skills,
knowledge and attitudes |
3.
Legal issues
•
|
Check
with the Equal Employment Opportunity
Commission (EEOC) for a list of topics
you can and cannot cover. |
| • |
A
bona fide occupational qualification,
such as being over 18 to serve alcohol
or driver’s license to make deliveries
is legal. |
| • |
Do
not violate candidate’s rights
with “off limit” questions,
this includes:
Age
Homeowner
Arrest record
Birth place or citizenship
Bankruptcy
Disability status
Health status
Mental illness treatment
Marital status
Driver’s license
Clubs/organizations they belong to
Pregnancy status or plans to have
children
Height and weight
Military enlistment
Race
Religion
Gender or sexual orientation
|
4.
Recruit
•
|
Inexpensive
ways to do this are through referrals,
from within your company, posting in newspapers
or listing in the unemployment office. |
| • |
More
costly methods are open houses, job fairs,
professional recruiters or internet website
postings. |
5.
Make a standard hiring process
•
|
Have
criteria for prescreening |
| • |
Determine
if you will do a background check |
| • |
Do
not be too picky looking through resumes,
unless you have dozens to go through. |
| |
Remember
that the more important the job is, the
more structured and meticulous your hiring
process needs to be. |
6.
Interview smarter
•
|
There
are guides to “ace” traditional
interview questions, and candidates can
look good on paper, but you need non traditional
interview questions and methods to screen
the best. |
| • |
Consider
group interviews with multiple candidates
or interview with people they’ll
be working with to see if they are a good
“fit”. |
7.
Good is good, and bad is really bad
•
|
Top talent gets top profit, but a bad
hire can be a disaster.
Profitability should exceed salary. |
| • |
Replacing
a new hire costs 1/3 of their salary or
more to replace them. |
8.
Ask for references and do background checks
•
|
As
many as 1/3 of candidates pad their resumes
of exaggerate
Get both personal and professional references. |
9.
Match the job to the right person
•
|
Use
skill and personality assessments as part
of your screening process. |
| • |
Do
performance and behavioral interviews |
10.
Evaluate and offer the job
•
|
Send
rejection letters to the others, thanking
them for their time. Simply state another
candidate was chosen. |
| • |
A
90 day probation period is a good idea
to make certain you chose the best person
for the job |
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