Friday's Think BIG! Business Success Tip

It's Not One and Done-Part 5

"Hiring the Right Person"

One of the most demanding expenses that any business has resides with the people each employs.  Despite your products; the reputation of your company or firm; or, the notable good your business enterprise has done in the community, having the wrong people employed will lead to your business demise.  Therefore, it is vital that your business seek, develop and retain the most effective personnel possible at all times. 

The question then becomes, “How do you go about insuring you have the most effective personnel possible at all times?”  While this is an ever changing process demanding at times seemingly “super human” ability, there are some fundamental steps to lay the groundwork for greater success.  Let’s examine the following steps that can be of help in your quest.

First, you must know what you need and what the individual will do.  This demands that you have a well written and easily understood job profile.  The profile must enable an individual to know specifically what they are to do and also who will be responsible for their individual leadership.  The profile should also state what auxiliary duties may apply to the role  as well as any additional expectations.  Knowing what you specifically need and what the individual will do eliminates confusion, and allows proper work actions to be taken.  

Next, you must decide the traits you seek in a new team member.  This means much more than whether the individual is experienced in any applicable prior positions; it centers more on the individual traits you seek.  Here you need to examine such traits as unquestionable honesty; commitment to learning; common sense intelligence; empathy for others; strong work ethic; infectious positive attitude; useful interest/acceptance of technology; sense of humor; high self esteem; diverse interests; self-starter; sound judgment; team player mindset; flexible with change; and, courage to share ideas.  You may also want to address other traits such as education; functional experience; and, career commitment.  All these traits can be vital to your business success and in part to potential customer satisfaction.

Third, you must explore where you might find a new team member.  Finding the “right” people is a challenging undertaking.  There are so many formal and somewhat informal avenues which if followed can deliver a pool of qualified candidates.  Too often sources are available but the will to look is just not what it should be.  If you really want to gain the most effective people for your business, it will demand work. You can make it happen by taking action not tomorrow, but today. Here are some sources of finding the “right” people:  newspaper advertisements; employment agencies; advertisements in local magazines; advertisements on the radio; advertisements on television; local job fairs; local community college or college recruiting efforts; social media advertisement; referrals from current team members; personal observation; your personal website advertisement; referrals from current clients; referrals from key business associates or contacts in the community; use of internships through community or colleges; direct email campaigns; Internet offers from sites other than your own; and, referrals from family.  There are endless sources to utilize for the purpose of building a potential pool of people to interview. The challenge comes in knowing what to use.  It might demand some trial and error. You may find a source of great candidates but don’t simply rely on that one source.  Nothing lasts forever.  Be diverse in your search and you will build a solid pool of potential candidates.

Fourth, you must make a selection.  It is virtually impossible to believe that any business exists where a mistake in selection has not occurred.  It is a way of life and one that you will have to accept.  However there are some simple steps you can take to help you improve your potential for making quality selections.  It begins with an initial screening.  This could be a telephone interview, a review of an application of resume or an approved test if applicable for the position.  Here you seek people who based on what you see may fit the need you have.

Next you have the personal interview for those who make the grade from your initial review.  It might also be good to include another member or members of your team to be part of this interview.  Often opinions from others can have a valuable bearing on the selection. 

Depending on the need, you might have the candidates coming out of the interviews perform a related business activity to use as a final selection criteria.  These hands-on options often show what candidates can do under potential live circumstances.  Finally, if there are any specific tests or related demands pertinent to the position, you may also consider those here. 

Afterwards for those who again seem to fit your need best, you should make both a credit and reference check.  Be cautious not to read too much into raving references but always ask the question, “If you had an opening tomorrow in your organization and this individual walked into your door, what would you do?”  Their answer directly or indirectly can provide you with insight for a great final selection decision.   

Fifth, you make the offer.  So you have arrived at the moment you seek, making the offer and solving your need.  If you have done your due diligence in following the process and clearly defining what is to be done; applying compensation; introducing training and development needs; and, employment benefits accordingly as well as what role the individual plays, you just may have a deal.    Even then, you should have an acceptable probationally time that enables you to better determine your new hire’s actual suitability in the business and their ability to actually perform the role.  Follow your guidelines and build that “right” team member and enjoy the success you deserve. 

Sixth, you must train and develop your new hire.  Never expect new people to come in not needing instruction about your organization, the role they play or even though experience follows their path, fully understanding how to actively perform their duties.  Build a viable training ands development plan that addresses the need, challenges the ability and excites the soul.  If you have such program in place, you will soon find whether or not your selection has merit.

Seventh, you must always keep your pool active.  Remember, even your best work just may not prove to be what you thought.  Further, the new team member might find the role too challenging or that the role is not what they want.  That is why you must always be looking and building a pool of quality suspects for your candidate pool.   

Hiring the “right” people demands a great deal of your time because needs always change.  Having the right process to follow will help you to better align your thoughts and actions to build the most effective blueprint for your business.  Use these simple tips and start your blueprint of having the “right” people today.   

For more information about how Think BIG! Coaching and Training might be of assistance to you and or your business, contact us:  herman@thinkbigcoachingandtraining.com / 304-839-5101 or visit our website...

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