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One of the hardest things to do when hiring is to identify exactly what the position requires to be successful. When you evaluate the person you have hired in three or six months time, what will be the criteria you use to decide whether they have been successful or not? If you can identify that up front then you have a much better chance of matching the person you hire to the job you want them to do. | | | |
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I have an idiosyncratic view of life in small to medium sized companies based on a lifetime of experience, and I think that there is a real employee culture problem out there. What I see with a number of the owners I work with is that when it comes down to the true essentials many owners are actually afraid of their employees.
This stems from a basic insecurity about employees leaving, and the implications are particularly disturbing. I believe that owners know, at some level, that they are poor at hiring and that they are better off holding on to what they have. This leads them, in turn, to put up with mediocrity and this is one of the most critical issues in business today. |  | | |
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The longer a negotiation takes, the more likely it is that it will not consummate as it allows the opportunity for other opportunities to come in to play that compete with what you are trying to get done. This holds true for everything from hiring to closing sales opportunities to making acquisitions to seeking financing. The longer you let it drag on, the less likely it will happen. | |
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It is tempting to think that anything can be accomplished simply by throwing more people at it, but some things just can’t be hurried. When planning projects and scheduling, always keep in mind the maxim “nine women can’t have a baby in one month”. | | | |
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This is a great time to advertise for staff, and people are seeing some heavy response rates. There are any number of competing advertisements, and when advertising it is essential to post an advertisement that is so compelling that it will stand out from the crowd and attract people to answer it….make people want to apply. | | | |
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One of the most common mistakes that I see people making in the interviewing process is that they talk more than they listen and end up telling the candidate about the company rather than finding out about the candidate. There is a time and place for both, and it is important to identify when is the time and place to be finding out about a candidate and to make sure that that portion of the interview is exclusively dedicated to that purpose and not hijacked by the candidate to turn the interview to their advantage. | | | |
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When people resign or are terminated for poor performance, there is a temptation to replace them immediately. Your managers often come to you saying that it is essential to hire a replacement if the department is to continue to run properly. This may indeed be the case, but there are a number of good reasons to wait before pushing the button to go out and hire somebody else. | | | |
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