Human Resources:  People! What do we do now?

Interviewing & Hiring

Part 1 of 3

Most businesses have already started to address cost cutting, efficiency & productivity issues.  Now the last item on the list is their "PEOPLE"!  In this series we will cover 3 different ways to address a small business's greatest asset, people! 

In these economic times, we find ourselves asking questions like: What does Johnny or the sales people actually do all day? What would motivate them to do more?  Are they willing to grow or change?  Now what do I do?

When it comes to researching before we invest, typically we do our personal investigations but also call upon experts to help.  This is not always true when we interview & hire. With a compensation package ranging from $40,000 - $60,000, if not greater, this may be the largest one item investment a small business makes.
 
Too many owners believe they are effective & professional interviewers but when asked how they got trained; the typical answer is "I picked up tips during my interviews". What if those people were poor or out of touch interviewers?
 
Today, behavior, communications and culture are actually more important than past skills. Because of the internet, applicants are probably better at controlling an interviewers results than the interviewer and that can lead to a hiring mistake that can be costly.

Here are a few quick tips that will help you better understand the person you are considering to hire or to avoid a "surprise":

1. Make sure the written job description is based on the company's 

    needs and not what a person can do.  

2. Establish a 1-2-3 step interviewing process with the 1st being

     80% skill based.
3. Give the interviewers specific goals/objectives to review.
4. Actually do background & reference checks before the process

    gets too far along.
5. Step 2 should be an 80% behavioral based interview, reviewing

    communication skills, style, cultural fit and their ability/willingness

     to grow.
6. Step 3 is your last chance to make sure this is the "right" person

     and not just a settle for before an offer is made.  Ask: Why do you

     want this job again.