Today, more than ever, the pool of
job
applicants is filled with bodies
yearning for employment. They are the skilled and
the
unskilled. They
are the talented and the less fortunate
. They are the willing, able,
and
desperate. They are male and female;
young, old, and middle aged,
and
of every color under the sun. They are honest, yet reserved. They are
sometimes
deceitful, yet loyal. They want work now, and they look
unto you--for their future lies
in your hands.
I can lead you to these candidates, but you, the employer, must make
the hiring decision. And decide wisely you must, for the wrong choice
will
condemn you to unnecessary struggles,
burdens,
misery, problems, and law
suits. In
other words, every bad hire will
cost you a lot of money.
And so, I offer to you
these 10
Commandments to guide you through the employment process. Heed these
words carefully and hiring
success
you
shall
enjoy--now and forever more.
I.
YOU SHALL COMMIT YOURSELF
TO HIRING AND RETAINING
ONLY
THE BEST...
Great companies are
great employers who, in turn, hire great employees. If you are going to succeed, you cannot settle for "run-of-the-mill"
employees. Mediocre employees breed mediocrity, so
make sure you recruit and select ONLY the best employees. If it means not hiring anyone, you
are still better off than if you settle for
a new employee who does not measure up to your highest
standards.
II.
YOU SHALL NOT BE UNDULY INFLUENCED BY DAZZLING ANSWERS AND FALSE
APPEARANCES...
Applicants are generally
better
prepared for the hiring process than most employers. They receive
coaching, practice and pat answers to standard interview questions. They know
how
to dress to
impress and will
mightily
try to do
just that. As an employer,
you must find ways to get to truly
know
these
applicants.
There are only two sources of information about every job applicant--the
applicant and the people who know the applicant.
Skill, aptitude and attitude testing are good
measures of an individual's
strengths and weaknesses. Also effective are the candidate's
references. Talk to these people to
find out as much as you can about the prospect.
III.
YOU SHALL KNOW WHAT IT IS YOU ARE LOOKING FOR...
A detailed job description is essential to
the hiring process.
You need to know exactly what it is
you expect of a candidate. This includes the responsibilities of the position and the skills,
aptitudes, and,
most importantly,
the attitudes
needed to be successful. Use the job description as
only one
measuring stick for evaluating talent. Do not hire anyone who
does not live up to at least
your
minimum expectations.
IV.
YOU SHALL TAKE A MARKETING APPROACH TO RECRUITING...
Recruiting is an ongoing process. You should recruit
new employees in the same way
you recruit
new customers--consistently and proactively. Be conscious of the message delivered
by everything an applicant sees, including ads, application forms,
and facilities. Be mindful of the tools
you are using to attract new employees and seek out creative alternative
s to
the "Help Wanted"
sign or
classified ads.
("Help Wanted" is not a good reason for anyone of any caliber to want to
work for you.)
V.
THOU SHALT SOLICIT
REFERRALS. REHIRES, & PAY ATTENTION TO RETENTION...
First and foremost, you want to recruit the best and then retain them.
Your current employees
and
quality former employees
are
the best sources
of great, new
team members. Fighting turnover is
a sore spot for many owners and managers. When you identify a great employee, make sure you
do everything possible to retain them. Remember, it is easier to keep an employee than to
replace
them. If you do
lose a great employee, keep in contact with them for future rehire or referral of
other candidates.
VI.
THOU SHALL NOT BE LIMITING
N
OR DISCRIMINATORY...
The job market
is changing,
and you must change your perceptions and attitudes along with it.
Don't look only
for the young or people who have always been in your business.
The graying of
the baby boomer population has
resulted in
more
seniors staying in the job pool,
while rising unemployment and more trying economic times have created
more highly skilled professionals
seeking employment. These professionals understand the value of a job and will be more loyal,
committed, focused and successful.
In most cases,
it pays
far
greater dividends
to hire for who
they are and not for what they know.
VII.
THOU SHALL NEVER STOP LOOKING FOR YOUR NEXT
GREAT EMPLOYEE...
Do not limit your recruiting activities
to only when there is a need. You should constantly be on
the lookout for your
next
great team member. If someone gives you good customer service, is attentive, prompt and knowledgeable, ask them if they are interested in working for you. When you
stop at the bank, go to the grocery store, or pay the kid down the street to mow your lawn--ask
yourself,
"Could this
person succeed in my company?"
You've already witnessed their work ethic; you owe it to yourself to at least ask.
VIII.
YOU WILL MAKE THE NEW HIRE'S FIRST DAY THE BEST DAY THEY WILL EVER HAVE...
First impressions are lasting. The extra
care and time you spend making the new hire welcome
and comfortable will be richly rewarded by the hiring gods.
When
your new hire returns home at
the end of the first workday, a friend or family member will most certainly ask: "How's the job?"
The answer
needs to be, "Fantastic. What a great company. I can't wait to go back tomorrow."
IX.
YOU WILL SET HIGH STANDARDS AND HOLD YOURSELF AND YOUR EMPLOYEES
ACCOUNTABLE...
You shall be clear from the get-go about
values, mission, duties, and responsibilities. Your employees will know and understand why their jobs are important
and exactly what's expected of
them so they can meet your standards and be stunningly successful.
X.
HONOR YOUR EMPLOYEES AND TREAT THEM WELL...
Though it sounds simple, too often employers forget
that employees represent more than a
"one-time sale." These "chosen ones"
also represent the inner sphere of influence. They can raise the
perceived value of your company or they can speak negatively and undermine your reputation.
They are the reason
customers
come back as well as why
new customers come to you. They can
refer future
team member
candidates or they can scare prospects away. Do not burn
any bridges.
If you follow these rules and remain focused, dedicated and committed to hiring the best, you
will
see that your organization become
just that--THE BEST.
Certified Speaking Professional Mel Kleiman is North America's foremost authority on how to recruit, select, and
retain hourly employees and president of Humetrics. Founded in 1976, Humetrics provides selection and retention
tools as well as speaking, training, and consulting services. Mel is also the author of five books including the bestseller,
Hire Tough, Manage Easy. For more information, visit
www.humetrics.com. And
www.kleimanhr.com
or
call Humetrics at (713) 771
-
4401
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