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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One of the most common mistakes that I see made in interviewing is what I call "the high I syndrome", where people hire candidates that they like rather than people who are suited to the job they are trying to fill. | | | |
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We hire employees for what they know and fire them (eventually) for who they are. The interview process should be designed to overturn this dynamic and allow us to find out who the real person is, but it seldom turns out that way. | | | |
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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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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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