| Make The Right Hire | | | | 4. Punctuality is a key indicator of how an employee |
| How many times have you had an employee quit and | | | | will act once hired. If an applicant is late for an |
| then immediately feel desperate to fill the slot that | | | | appointment, dismiss them from consideration unless |
| was just vacated? Unfortunately, it's an all too | | | | they have an incredibly good reason. |
| common occurrence in today's workplace. | | | | 5. Appropriate attire should always be worn to an |
| There are a number of things you can do to help | | | | interview. Dirty, scruffy clothing, rags or hats, and |
| you get through the trying times while hiring a | | | | other unsuitable clothes should immediately dismiss an |
| replacement but there is also the danger of hiring just | | | | applicant from consideration. |
| about anyone that walks through the door just to | | | | 6. Listen carefully as the applicant explains why they |
| get the job filled. Don't do this! | | | | left their previous job(s). Someone that continually |
| Take the time necessary to hire the right person for | | | | has problems with supervisors and/or co-workers will |
| the job. The actual cost of turnover is much greater | | | | probably have the same conflicts with your company. |
| than most employers realize so the first line of | | | | Don't hire an obvious problem no matter how |
| defense should always be to make every effort to | | | | desperately you need help. |
| retain your current employee, assuming he/she was | | | | 7. Always hire someone that you find likable. You |
| performing their duties at an acceptable level. | | | | don't need to become bosom buddies but you must |
| If you aren't successful at keeping your present | | | | be able to work with them in a harmonious |
| employee, the following tips will help guide your | | | | environment. |
| selection: | | | | 8. Create a job description that you can give to your |
| 1. Make sure that your other employees are aware | | | | applicants. A properly written job description will |
| of the job opening. Referrals from current employees | | | | answer a great deal of questions and eliminate later |
| usually are better candidates than cold prospects | | | | problems if the person is hired. |
| coming through the door. | | | | 9. Take the time to check references. Previous |
| 2. If the position is above entry level, look at your | | | | employers can give you a much clearer description of |
| current employees and determine if one of them | | | | an applicant's ability, a great deal more than personal |
| would be a good applicant for promotion. It's much | | | | references. |
| easier to fill entry-level jobs. | | | | 10. Always make your job offer in writing. This will |
| 3. Be sure to use some type of general IQ or | | | | preclude any misunderstandings. |
| aptitude test. There is absolutely no way to sit and | | | | Take the time to make quality hires and your |
| talk with an applicant and know whether they can | | | | business will reflect your time and effort in the |
| actually read, write and perform mathematical | | | | performance of your employees and your company's |
| calculations. (I always recommend the Wonderlic | | | | bottom line. |
| Personnel test for this purpose) | | | | |