This is a post I wanted to write for while but I've been waiting for a story to fuel my fire.
Now I have one...
and away we go.
Unfortunately for me, it's not a good story.
I made a mistake.
I went against everything I discuss on this blog.
And I got burned.
Finding quality employees to fit positions within your organization is among the most significant factors that'll lead to your success as a leader.
Pick the right candidate and your job is going to be easy.
You'll have a self-starter who'll need little guidance to get the job done.
Pick a bad candidate and your day will be filled with micro management tasks.
I recently got tangled up due to a bad hire and it was entirely my mistake.
Rather than discuss the gory details of my recent experience, I'm going to share with you my lessons learned from this experience.
6 Tricks for Effective Hiring 1) Market, Market, Market.
One of the most important aspects of the candidate selection process is advertising.
Your goal right away should be to let as many people know of the open position as possible.
Start by telling all of your employees that there is an opening at the company.
Employees are a great resource to help you broadcast the message.
I also recommend reaching out to trade associations, advertising on Linked In, and networking with recruiters.
Be creative to reach as many people as you possibly can.
A lot of companies only use Monster, Career Builder, etc.
I despise that.
I don't even read the resumes that get sent to me via these types of services.
I want to talk to those who are out knocking on doors, networking, and adding value.
These are the movers and shakers and the types of people I want in my organization.
2) Stick to Your Guns.
You have a mental picture of the perfect candidate that you'd like to hire.
Stay true to that image and don't make a compromise to meet a deadline, because you're tired of interviewing, etc.
You'll gain more by spending a few extra months interviewing than you will by hiring the wrong person and eventually having to start the entire process over again.
3) Shoot Straight.
A lot of us are inclined to oversell the position we're trying to fill.
I've been guilty of this in the past.
Now, I've adopted somewhat of a reverse strategy.
I discuss all the challenges of the job to be sure there are no surprises when the candidate accepts the position.
I find that it's far better to set realistic expectations right from the start.
4) Ask the Tough Questions.
Dig deep to discover why the candidate wants the position.
For example - "You've only worked at your current job for 6 months, why do you want to leave?" "No really, why?" This is usually a good lead into a discussion about all the challenges that the employee will face in your position.
Let him be aware that the "grass isn't always greener".
This will likely weed out the folks who want to jump ship to try to find an easy fix to their immediate problem.
5) Build the Candidate Back Up.
It's important to finish the interview on a positive note (especially if you like the candidate).
Discuss their strengths and make them feel good about themselves.
Tell them why (or why they wouldn't) be a good fit for the position.
Be honest and help them.
They may be in a tough spot and need some encouragement from you.
Offer it.
6) Be Honest With Yourself.
If the candidate you hire doesn't turn out to be a good fit for the position, admit it to yourself and concentrate your energy on finding the right candidate.
Don't spend a long time over-coaching or justifying your initial hiring decision.
Cut your losses and start the interview process immediately (even if the employee is still working for you).
Be up front with the employee you hired and tell him that he isn't meeting your expectations.
Maybe you'll light a fire in him to perform better.
In Conclusion Learning how to hire effectively is not something you learn in school.
It takes practice and a few mistakes (like my recent experience) to become good at it.
Remember- this is serious business.
The average cost that a company incurs when an employee leaves is $44,000 (or 1.
5 x annual salary).
Ultimately, hiring employees and building your team is a top focus for you as a leader.
Your workers are going to help you reach the goals you set for your organization.
Now I have one...
and away we go.
Unfortunately for me, it's not a good story.
I made a mistake.
I went against everything I discuss on this blog.
And I got burned.
Finding quality employees to fit positions within your organization is among the most significant factors that'll lead to your success as a leader.
Pick the right candidate and your job is going to be easy.
You'll have a self-starter who'll need little guidance to get the job done.
Pick a bad candidate and your day will be filled with micro management tasks.
I recently got tangled up due to a bad hire and it was entirely my mistake.
Rather than discuss the gory details of my recent experience, I'm going to share with you my lessons learned from this experience.
6 Tricks for Effective Hiring 1) Market, Market, Market.
One of the most important aspects of the candidate selection process is advertising.
Your goal right away should be to let as many people know of the open position as possible.
Start by telling all of your employees that there is an opening at the company.
Employees are a great resource to help you broadcast the message.
I also recommend reaching out to trade associations, advertising on Linked In, and networking with recruiters.
Be creative to reach as many people as you possibly can.
A lot of companies only use Monster, Career Builder, etc.
I despise that.
I don't even read the resumes that get sent to me via these types of services.
I want to talk to those who are out knocking on doors, networking, and adding value.
These are the movers and shakers and the types of people I want in my organization.
2) Stick to Your Guns.
You have a mental picture of the perfect candidate that you'd like to hire.
Stay true to that image and don't make a compromise to meet a deadline, because you're tired of interviewing, etc.
You'll gain more by spending a few extra months interviewing than you will by hiring the wrong person and eventually having to start the entire process over again.
3) Shoot Straight.
A lot of us are inclined to oversell the position we're trying to fill.
I've been guilty of this in the past.
Now, I've adopted somewhat of a reverse strategy.
I discuss all the challenges of the job to be sure there are no surprises when the candidate accepts the position.
I find that it's far better to set realistic expectations right from the start.
4) Ask the Tough Questions.
Dig deep to discover why the candidate wants the position.
For example - "You've only worked at your current job for 6 months, why do you want to leave?" "No really, why?" This is usually a good lead into a discussion about all the challenges that the employee will face in your position.
Let him be aware that the "grass isn't always greener".
This will likely weed out the folks who want to jump ship to try to find an easy fix to their immediate problem.
5) Build the Candidate Back Up.
It's important to finish the interview on a positive note (especially if you like the candidate).
Discuss their strengths and make them feel good about themselves.
Tell them why (or why they wouldn't) be a good fit for the position.
Be honest and help them.
They may be in a tough spot and need some encouragement from you.
Offer it.
6) Be Honest With Yourself.
If the candidate you hire doesn't turn out to be a good fit for the position, admit it to yourself and concentrate your energy on finding the right candidate.
Don't spend a long time over-coaching or justifying your initial hiring decision.
Cut your losses and start the interview process immediately (even if the employee is still working for you).
Be up front with the employee you hired and tell him that he isn't meeting your expectations.
Maybe you'll light a fire in him to perform better.
In Conclusion Learning how to hire effectively is not something you learn in school.
It takes practice and a few mistakes (like my recent experience) to become good at it.
Remember- this is serious business.
The average cost that a company incurs when an employee leaves is $44,000 (or 1.
5 x annual salary).
Ultimately, hiring employees and building your team is a top focus for you as a leader.
Your workers are going to help you reach the goals you set for your organization.
Source...