Do You Know How to Hire Talent?

Filed Under Business Life, Interviews | 1 Comment

While many small businesses have found themselves having to freeze new-hires or even let people go given the turbulent economy, others have been fortunate enough to bring on new employees.

Stop, however, and look at your hiring processes. Are they really where they need to be?

For too many companies, there are cracks in the armor when it comes to hiring the right employees.

As a small business owner, do you follow a formal process when it comes to bringing on new talent or have you been winging it for some time now?

In the event it is the latter, here are some tips to help smooth out the process:

What is the proposed duration of this employee? – Businesses need to decide if they will be seeking a long-term employee or just need a temporary fix. If hiring for the long-term, factor in things like higher salaries and benefits. If you just need workers for a few weeks or months, working through a temp agency is oftentimes the best solution. Temp agencies allow you to avoid the interview and hiring process, but keep in mind that that can sometimes be a bad thing;
How many interviews should I do with the same individual? – For many companies, the interview process is one and done, while others who like a candidate will bring them in for two or more interviews. Determine how important the position being advertised for is and go from there. That is not to say that you should not care about the quality work of an administrative assistant as opposed to a CEO, but obviously the CEO is going to be coming in with more credentials and expectations;
How much emphasis should I put towards gaps on a resume? – For some businesses looking to hire, seeing non-working gaps on someone’s resume signal red flags. While some of these breaks between jobs can be easily explained away, do not hesitate to ask candidates why they have a year or more between jobs. Whether it was a layoff, a break to go back to school, taking care of a loved one or raising a family, most employers will understand. Still, don’t leave this to fate if you’re wondering why someone has not worked for several years;
Can you spot a red flag? – Oftentimes an interview will come and go so quickly that you or your HR person or whoever was conducting the process misses something. Be sure to check out if the candidate appears confident, has good communication skills and seems energetic about the position. Body language can go a long way in determining if you may be hiring the right or wrong individual;
Quiz the individual about your company – While a candidate is not likely to know every intricate detail about your small business, they should know some of the basics by having done some research. Do you really want someone potentially working for your company that doesn’t know anything about you other than your company name and address? Job candidates should take the time prior to the interview to research the company’s Web site and see how they can best assist you in the proposed position;
Be prepared just like the candidate hopefully is – There is nothing more embarrassing for the company and the employee conducting the job interview than not being prepared. Just as you want the candidate to bring their ‘A’ game; you too need to be ready. Have a list of questions compiled regarding the candidate, how they see themselves helping the company, where they see themselves in a few years etc. Just as an ill-prepared candidate can lose out on a job possibility, you being unprepared for the interview can lead to a well-qualified prospective candidate taking a pass on your job offer.

Hiring the right people for your small business is in a way like finding the right seats on the bus for all the students.

In this case, you are looking to hire the best fit for the open position, something that too many companies are not very talented at.

Dave Thomas, who covers among other items starting a small business and business proposals, writes extensively for Business.com, an online resource destination for businesses of all sizes to research, find, and compare the products and services they need to run their businesses.

Can You Get Around a Firing When Interviewing for Work?

Filed Under Interviews | Leave a Comment

When you used to look around the cubicles at work, did you ever stop and wonder if this co-worker or that co-worker had ever been fired?

For many workers, the pink slip has come in an unceremonious way all too often, leading them down a trip to the unemployment line. Whether it was due to bad performance, an issue with a co-worker, or just not seeing eye-to-eye with the boss, they were dismissed.

In the event you find yourself in this position now as you search for a new job, there are some important factors to keep in mind when called in for a job interview.

Among them are:

Accept reality – Getting fired from a job is one of the toughest things you can go through. Yes, there is a difference between a firing and getting laid off from a job mainly that many layoff victims are oftentimes kept in their company’s plans should conditions improve where they can be brought back. How many times do you see an employer re-hiring a fired employee? The first and most important thing for you to do is accept what happened, take a short amount of time to deal with it, and then move on. Carrying a grudge for an extended period of time can impact you when you go back out on the interview trail, therefore lessening your chances for getting another job;
Covering the time gaps – Many individuals have gaps on their resume that can easily be explained away. Whether it was a layoff, taking time off to go back to school or for maternity leave, a sickness, it can be relatively easy to explain the time off. When it comes to being fired, however, this is where it gets tricky. Should you lie and say you were actually laid off or skip around the subject altogether? By all means, do not lie. This is a smaller world than many people think, and such lies can come back to haunt you if your potential or new employer finds out. If asked about why you were fired, briefly explain your side of the issue and go from there;
Point out company you worked for – The last thing you want to do when interviewing for a job is bad-mouth your previous employer. That being said, it is okay to point out factual information about why you were fired. Sometimes firings happen as a result of companies being sold, downsizing, or another method whereby you did not have a say in the situation. You or other individuals may have viewed your dismissal as a firing, where in fact you actually were a layoff victim, something that does make a difference. On the other hand, if your prior employer had some issues with you and/or other employees and you got caught up in them, explain them in the proper manner without carrying a grudge;
Admit any wrongdoing – Most employees do not go out of their way to get fired. In the event you were fired from a job and it comes up during a job interview, let the interviewer know what you learned from the experience and how it has changed your approach to work. While it may not get you the new job, it will at least give the interviewer pause to think that you may be worth the risk and have in fact learned from your previous employment situation. Many employers are willing to give an individual a second chance if they see sincerity and that the candidate did in fact learn a lesson from a job firing;
Show appreciation for a second chance– Lastly, make sure you learn from the firing, but then put it in the past so that it does not impact you going forward. It can certainly be tough to transition from being fired to having to look for another job, but it is the reality most people face. By hitting the job trail again and not sulking on your couch, you have already won half the battle.

Getting over a firing and finding a new job definitely takes time and effort, but the end result could show you that the firing was actually a blessing in disguise.

Photo credit: inlandpolitics.com

Dave Thomas, who covers among other subjects’ business phone service, writes extensively for Business.com, an online resource destination for businesses of all sizes to research, find, and compare the products and services they need to run their businesses.

Should Credit Reports be in Play for Potential Employees?

Filed Under Interviews, Strategy, Successful Blog | Leave a Comment

Despite an economy that some consider to be on life support, there are some employers who are actually hiring these days.

With that being said, should an individual’s credit report be fair game for employers, who are looking for the best and brightest to fill their ranks? Or, should how a person handles their personal money be off limits during the hiring search?

Following the Money Trail

In general, there are two schools of thought on this issue.

The first is that what a person does outside of their employment with their money is none of an employer’s business. The thought is that as long as an individual abides by the law, whether or not they have a $10,000 credit card balance is no one’s business.

On the other side of the coin, any applicant for a job, especially those applying for work where finances play a role in their daily responsibilities, should be checked out to see if they have had issues paying off credit card debts, handling a car payment, overseeing a mortgage etc.

While each company has to determine which road it wants to travel, some of them are being told in no uncertain terms by some state and even federal officials that they have limited means to check up on potential employees.

Do the Laws Need to be Stricter?

According to federal law, an employer needs written permission from an applicant to run a credit check. Given that replying no may send up a red flag to a possible employer, how many applicants will actually say no to this request? Also, do you not think some employers try and skirt the law and do credit checks anyhow?

Both Connecticut and Maryland recently enacted laws that in essence prohibit employers from using a job applicant’s or an employee’s credit information in deciding whether or not to hire that individual. Both laws will go into effect on Oct. 1, 2011.

The laws recently enacted in Connecticut and Maryland are different in their application but have a number of similar provisions.

While both public and private sector employers are expressly protected by the new Connecticut law, it seems that Maryland’s law will not be applicable to governmental employers. Both laws in essence exempt financial institutions, credit checks required by federal or state law for employment, and credit checks that are for a bona fide purpose that is substantially job-related.

Meantime, Hawaii, Illinois, Oregon and Washington presently limit employers’ use of credit history in employments selections. Legislation that would impose similar restrictions is pending in a number of states and also at the federal level.

With more individuals hoping to return to the workforce in 2011, giving them credit for their workplace experience should override how much they owe on a credit card or loan.

Photo credit: publicdomainpictures.net

Dave Thomas is an expert writer on payroll processing services based in San Diego, California. He writes extensively for an online resource that provides expert advice on purchasing and outsourcing decisions for small business owners and entrepreneurs such as small business payroll services at Resource Nation.

5 People Who Can Turn Your Community into a Focused Influence Network

Filed Under Inside-Out Thinking, Interviews, Successful Blog | 4 Comments

It More Than What Naturally Occurs

I sat at Brogan’s Roast earlier this month and the thought struck me how much we depend on each other. No one would question that our friend, Chris, enjoys the friendship of thousands of folks who would stand by him and help whenever he needs it. All you had to do was be there to feel the expanse of love in the room coming from the countless people who are in his massive network of colleagues, friends, coworkers, family and people who consider him their teacher.

Numbers like that can provide a huge pool of energy when you want to help a cause, make something happen, or move an idea across the internet. Certainly that’s true. But knowing a lot of people and even having a lot of people who know you is not the same as having a strategic network. To be strategic, we have to look how we the sort of individuals in our networks into groups. How we sort our networks into groups can support or thwart our goals. Our choices in mentally forming those groups inform our decisions about who we listen to and what we do.

Most people consciously or unconsciously group their community in an outward fashion. If you ask, they can see how the community becomes part of what they do. Who are the people in your community groups?

Chris will always have people who are like him, those who aspire to be like them, and those who can’t or won’t ever do the work to get where he is or is going to..
Cult leaders see their community as those who spread the message, those who follow the message, those ready to be converted.
Builders see their community as those who provide resources and funding, those use the tools, and those who buy and use what they build.
Financial analysts see their community in three groups: those who can count and those who can’t. (and the rare group who notices that was only two.)

That sort of grouping naturally occurs in any community group.
It takes more — 5 particular types of people — to turn that community into a focused influence network.

5 People Who Can Turn Your Community into a Powerful Influence Network

Strategy looks at building something with thought and opportunity to strengthen the network and build a well-rounded group. Rather than looking who shows up in an outward fashion. Strategy builds with a plan of action. Strategy chooses five types of people who can provide infrastructure and stability that power the network with information and communication when we want our networks to help that cause, make that something happen, or move that idea across the internet.

Look at successful leaders — people you think of as influencers and people who enjoy repeat success. They’ve gone past community to developed information channels. They have skills at collecting and managing their contacts. They also include five kinds of people in their networks to keep the systems working fluidly and with balance. Can you spot these five in the successful communities you know?

Leaders – Leaders exemplify the vision and clearly articulate the mission. In a company or community, they live the brand. Leaders know where we’re going and what to do when the unforeseen appears. Leaders are masters at integrating information into a whole picture and communicating how nuance of a small change might or might not affect an overall plan.
Scouts and Guides – Scouts know the terrain that must be covered. They keep an eye on the competitive ground. They understand and translate new territories. They know where the shortest paths can be found. They see the possible opportunities, pitfalls, and possibilities for ambush.
Sleuths and Spotters – Sleuths are fascinated by changes that dicrupt and catch fire. They stay close to the competitive edge, monitoring what is becoming popular. They’re first to know that a new tool is gaining traction and the first to try it. More than early-adopters they gather the global intelligence of the group to report on the fever behind the trend.
Insighters – Insighters are the perceptive and well-connected people who can give you the inside scoop and insight into how an influencer or decision-maker might view a situation. Their skills are particularly useful when someone’s decision or response to your actions might affect you in significant ways.
System Pros – Systems pros know every detail of a particular system and every role that make it work. They ensure fluid, efficient operation and tend to potential breaks before they occur. Systems pros are driven to tweak the system to constantly and consistently meet and exceed the goals of the network to reach out in connection and communication and gather information to improve performance overall.

It takes a focused team to manage the firehouse flow of information that comes at us from every direction. It takes that same kind of focus to deliver on a promise of service that will scale beyond the one Chris Brogan or even that brand team that might want to be everywhere doing everything in the best way we know. The people who celebrated this guy we all admire and love came in many types and play many roles in the community that is Team Brogan. We’d all be wise to find a few of those types to support us too.

If you look in your community, I bet you’ll find that you’ve got a few of them already there. How will you introduce yourself and invite them into your brand?

Be Irresistible.

–ME “Liz” Strauss
Work with Liz on your business!!

Buy the Insider’s Guide to Online Conversation

Social Media Grill by the Stroutmeister

Filed Under Interviews, Successful Blog | 2 Comments

Where Were You on July 24, 2005?

If you want to get to the intent and motives of the suspect, Aaron Strout, CMO of Powered, Inc, is the guy. CITIZEN MARTKETER 2.1′s 45 in 45 –45 Expert Interviews in the 45 days leading up to SxSW — is grilling 2 score and 5 more social media practitioners on the art of the social web.

It was my turn in the hot seat today. Click through to read what happened.

Liz Strauss at Successful Blog

Thinking, writing, business ideas … You're only a stranger once.

It More Than What Naturally Occurs

5 People Who Can Turn Your Community into a Powerful Influence Network

Where Were You on July 24, 2005?

Search

SOBCon 2012 - Register NOW!!

Chicago Time

Guest Post Guidelines

Ask Liz About:

Blog Syndication

Sign up for a weekly digest via email.

Find Liz AT:

Liz Writes For

What Liz Does

Find books and products by Liz and friends

Library

SOB Pages

Liz Links

The Liz Manifesto

Category