I don't know which is easier, predicting the Dow Jones Industrial Average one year from now or predicting which potential employee will be as good as you expect. Selecting employees is a very difficult process. In my 37 years of business experience, I have no idea how many hundreds - or maybe thousands - of potential employees I have interviewed. I do know that I have had my share of surprises.
Interviewing is not a perfect science. There is no method, system, test, etc. that will accurately and perfectly predict which employee will be a good employee and which will not. What you as a business owner must do is put the odds in your favor. That will give you the best chance - but no guarantee - for success.
Here are some suggestions that have worked well for others:
UNDERSTAND WHAT YOU ARE SEEING: In an interview, you are seeing the candidate at his or her BEST. He is wearing what he considers to be his best and most appropriate clothes for the interview. She is using what she considers to be her best manners. He is using his best vocabulary to describe his past responsibilities. She is being as respectful of your position as she believes necessary. He is using his best ....... she is using her best ......... etc., etc., etc.
If you are interviewing for a position which will deal with customers and you expect your employee to be dressed appropriately and be well-groomed, but the candidate's shoes aren't shined, his shirt is wrinkled, and he has a large spot on his pants, don't expect him to dress better after he has the job. This is his best - when he wants to get the job.
If the job candidate was disrespectful to the receptionist when she entered the building, don't expect her to show respect to her fellow employees once she gets the job. This is as good as she gets. You need to understand that what you are seeing is the best. It is all downhill from here. And don't think you are going to easily change those attributes after he or she is hired any more than you can change (or try to change) your fiancee after you are married. If you are pleased with what you see and hear, that's wonderful. If not, end the interview early.
Interview in Multiple Environments: Most business owners conduct one interview in her or his own office. That is fine to start. However, should the candidate get the job, he is not going to spend all of his time in the business owner's office. Depending on the position for which I am hiring, I may have one interview in my office, a second the next day on the golf course, a third a day later at dinner with the candidate and his/her spouse or significant other, and a fourth a day later in a conference room or other business setting. By doing this, I can see all sides of the candidate. What is her character like? Is she competitive on the golf course? Does she "bend" the rules? Does she treat the restaurant staff respectfully at dinner? How does she interact with her spouse? Does she allow him to talk or does she need to be the center of attention? Of course, not everyone plays golf so you may need to find another activity where you can test her character. But I am sure you get the idea. People prepare for the standard interview. They know how to answer the usual questions about strengths and weaknesses, goals, etc. Interviewing them elsewhere and not asking questions but just observing actions will tell you quite a bit about the candidate.
Get the Opinions of Others: I am a firm believer that two heads are better than one. Have one or two other people in your organization interview the candidate. It can be someone who will be a peer to the candidate or it could be a manager. The point is to get a second or even third opinion. The other interviewer(s) may see something that you missed -good or bad. If this is the first person you are hiring, ask another business person whom you respect to conduct the additional interview.
Don't Trust Their Word: "How are your writing skills?" you asked. "Oh, I am a very good writer," he replied. If you need someone who can write good reports, ask him to submit a sample prior to the interview. See for yourself. Don't just accept his word. If she has to be proficient in Excel, ask her to sit at the computer and show you. I recently worked with a client who hired someone based on her word. She said she was very knowledgeable in a particular accounting software. She was hired. Five weeks later she was gone. She barely knew how to open the program, let alone operate the software.
Do A Background Check: Do you really think that those three people he listed on his resume as references are going to say anything bad about him? Perform whatever background checks that are legally permissible. You need to know the truth.
I can see you shaking your head now. Is this guy crazy or what? Who has time to do all that?
You do. You have the time if you make it a priority. Remember, THAT EMPLOYEE WILL REPRESENT YOU AND YOUR COMPANY. Isn't it worth the time and the money to have yourself and your company represented well?
We all hear it every day - "You just can't find good help anymore." Yes, you can - if you look for it the right way.
Please submit your comments or suggestions for future postings. You can post your comments on this blog or email info@sentrabusinesssolutions.com.
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