One of the most common struggles small businesses report is finding, hiring, training and retaining the best talent in their industry. Businesses that are successful leverage a custom approach that involves each step of the process, from recruitment and hiring to training and retention.
Most employers interview to fill slots in their organization, and then wonder why employees never seem to work out right. Winning businesses, on the other hand, start by looking for employees that have an attitude that shows they aren’t afraid to be leaders, people who can demonstrate that they are ready to bring 100 percent to their work.
Is your business is looking for candidates who are seeking a career versus a temporary “stepping stone” job? Do you want applicants who desire personal growth and achievement versus job seekers purely motivated by money? If so, start improving the performance and quality of your new hires and retain your current high-performing staff by considering the following 4 tips.
Businesses need winners in order to be successful, and that means identifying measurements for their success. A successful hiring strategy starts by finding candidates that stand out in the interview process. Look for the individuals that demonstrate leadership traits and who you feel have a strong work ethic.
Develop a checklist of what to look for in a prospective employee. Create an interview strategy to find rock stars, not just employees. Establish criteria for how you can identify how well they will work with the rest of your team, their goals, how they align with your business mission, and their motivations. Here is a sample checklist you can use as a starting point. You will want to create your own list that fits your business.
It is essential that you hire a candidate that has a crystal-clear understanding of your business goals and their role in achieving those goals. If they don’t, you are setting them up for failure and are wasting your time. Take a proactive approach by communicating the following:
This can best be accomplished through the application process. Start by listing the key requirements and qualifications that are needed and put them into a checklist format to be used in the screening and interviewing process. Take the time to write a descriptive job posting that goes beyond the basic responsibilities of the job. Include both what you expect the applicant to bring to the table as well as what you are offering in return as a company. Applicants who know exactly what you expect and what they will receive in return are more likely to be successful.
When it comes down to interview questions, many managers don’t take the time to craft specific questions. A great deal of the stock interview questions you find online won’t make sense for your business. You don’t need one-hundred questions to determine if the applicant is the right choice. Here are three essential questions you should always consider asking.
This may seem like a no-brainer, but a well-crafted answer will tell you a lot about the candidate. If they can demonstrate an understanding of your business mission and where you fit in your industry, it means they have taken the time to research your business and gain an understanding of the role their position will play in delivering on that mission. A person who can clearly articulate this is an indication of someone who takes initiative, is meticulous and wants to be rewarded.
Finding out exactly what a candidate is looking for is key to understanding their motivation. Listen carefully to their answer and determine if the position they have applied for is what they truly want or is just another rung in their career ladder.
Pay careful attention to why the candidate wants to leave (or has already left) their current job. Listen between the lines. Are they overly negative? Are they a troublemaker? There’s a fine line between someone looking for new opportunities and someone who can’t make it in their current position. Pay very close attention. Their words might not disclose the truth but oftentimes you can pick up negativity in their demeanor or body language.
The goal of every business is to generate profit. To be profitable, you need to invest in your employees. Most candidates are looking for a place to settle in and grow their career. By offering developmental and training programs you will help your employees build their career internally and, at the same time, support the growth of your business.
Internship and apprenticeship programs are one way you can bring in new employees on a training and educational basis. An internship allows you to bring in a potential staff person who need training to be ready to qualify to do the job. This gives both of you time to test the situation and make sure the hire will be a good fit. Just make sure you sign a time-released contract, so your business can earn a return on investment for the time and money you invest in their training.
It is vitally essential that you pay people based on their performance. You will always get good work results from someone you’re paying well, but you will supercharge their performance if you tie work outcomes exceptional financial returns. Compensate your people for going above and beyond for your company. When your staff realize that their paycheck is directly impacted by their degree of success, the winners will start putting in more effort. Let your people know that if they deliver extraordinary results, they will be compensated well.
Your team will make or break your business. To get the right people on your team, hire with confidence and invest in your employees. Do it right and your business will grow exponentially.
Contact Lanier Upshaw, Inc. to learn how your company can provide innovative employee benefits and risk management programs to help both your business and your employees. Contact us here to learn more.