3 Tips for Hiring Great Help!
At this point, your business has grown so much and it's hard for you to manage each and every aspect. So you dip your toe into the hiring pool. Maybe you've previously hired someone who didn't do a great job or dealt with a former employee who's punctuality was an after-thought.
Let's face it. If our hiring practices don't improve, the talent we recruit may be less than par. I want to help you avoid repeating the same mistakes with your hiring.
Here are three tips to help you in your hiring process:
Like many, when I first hired individuals in the past, it was a second thought kind of thing. Although I took it seriously, I didn't put enough energy into the preparation process for those who would be applying.
Therefore, post hiring I realized the qualifications didn't match up to what I needed and I found myself losing valuable time and productivity because I had to re-work the work that was provided by the new hire.
Do your research up front. Look at other companies with the same or similar title and see if they ask for skills or qualifications that you hadn't thought of.
2. The Interview: Think about questions and scenario tests that you want to ask on the spot. This helps to analyze critical thinking, organizational, and creativity skills at a glance.
Again, I didn't do this in the past and it burned me. With my law firm, one of the questions that I ask potentials is "what would you do if you couldn't locate a client's file"? Sounds simple right? It is, but you'd be amazed at how many people get this wrong.
What I want to know from that question is does the candidate take initiative to research and discover things on their own and how diligent are they.
3. Hiring & Conditional periods: When you hire your candidate, think about providing a conditional period of work to see how they work with your staff. I didn't do this before. In the past I just hired people straight on and when it didn't work out, I had to start the process all over.
Make sure that you set aside a few candidate's profiles that you liked and who were qualified. Put your first choice though a conditional period of employment. Evaluate them at the end of the conditional period and if they level up, keep them on. If they don't, pull from your potential reserves and offer then conditional employment to test them out.
I've heard war stories about employees and I've lived a few myself. When you implement these three hiring practices, you'll see things change drastically for you. And remember that we're here to help you hire the right support, put the proper employment agreements and non-disclosures in place so give us a call at 708.234.7298.
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This article is a service of SL DeBarros Law Firm, LLC. We offer a wide array of business legal services and can help you make the wisest business choices throughout life and in the event of your death. We also offer a Business Protection Start-Up Session or a Business Audit for an ongoing business, which includes a review of all the legal, financial, and tax systems you need for your business. Call us today to schedule.
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