Successful Blog

Are You Hiring the Right People for the Job?

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Making sure you have the right people in place in your office may not seem as easy as you think.

First, you never know when hiring someone if their personality is going to be a good mix for your workplace.

Sure, someone may have a stellar resume and come across great during the interview. That said what happens when they end up working with dozens or more of your staff on a daily basis? Can you guarantee that harmony is going to follow suit?
In hiring and retaining your workers, you want to do all you can to make things fit the first time around.

So, are you hiring the right people for the job?

Put Different Resources to Work

So that you have improved odds of getting the right people more times than not, remember a few pointers:

  • Resources – Having good human resources consulting can help you hire the right folks. For example, are you following all the necessary human resources procedures? It only takes one slip-up to put your company in jeopardy of a lawsuit. By working with an H.R. expert or experts, you lessen the chances of making gaffes that can prove costly.
  • Interviews – Some companies use phone interviews before an actual face-to-face interview. Does that sound like your company? Those phones interviews can help weed out some candidates that are likely not a good fit for your office. With face-to-face interviews, not only listen to what candidates say, but watch them. Do they seem comfortable talking to you or your staff? Is their personality one that would at least now appear to be a good fit for your workplace? Are they anxious to be a team player and contribute from day one if hired? Watching and listening are two of the most important aspects of any interview.
  • Goals – What goals do you have in mind when it comes to hiring more employees? Some companies hire due to the fact they have a manpower shortage. Others will hire to fill an important chair at the company. Know ahead of time why you need to add one or more individuals to your payroll. Doing so will give you more clarity and improved chances of avoiding a revolving door.

Knowing When It is Time to Pull the Plug on a Worker

Knowing when and then having to fire someone is something most company heads do not enjoy. That said it is all but unavoidable in running a company.

To make the matter clearer on you and your team, look for these signs to know when it is time to pull the plug on a worker:

  • Employee is not doing the job expected of them
  • Employee is late for work on regular basis or abuses breaks
  • Employee does not get along with others in the office
  • Employee speaks badly about the company and even its customers

Although training new folks is costly and time-consuming, you do not want to keep someone around who is a bad fit.

In taking time to see if you are hiring the right people for the job, make sure your human resource person or team is quite involved.

Photo credit: Pixabay

About the Author: Dave Thomas writes about business topics on the web.

 

 

 

Are Your Employees the Best You Could Get?

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business-man-2452808_640Do you ever take a moment to look around your office at the hired help?

If things worked out the way you wanted them to, then there’s a good likelihood that you are happy with your team. In the event you are not, where do you think things may have gone wrong?

Hiring the right talent for your office isn’t always as easy as some may make it out to be.

For starters, what you see from someone in an interview and what they do once hired can be two different things. That said you oftentimes end up having to go with your gut when it comes to bringing someone on-board.

With that in mind, do you feel as if your employees are the best you could get?

Hiring and Managing Top-Notch Employees

To best improve your odds of getting the right talent time and time again, remember a few pointers:

  1. Resumes do matter

Be honest; do you pay attention to all the resumes coming across your desk?

Sure, you may not even be in on the hiring process until the very end or in some cases at all. At times, you may delegate that authority to the H.R. department or even a manager or two.

That said someone needs to go over those resumes with a fine tooth comb. To do otherwise would be negligence on the part of the company.

Did you proceed with background checks when you hired these people now employees? If not, you could be setting yourself and your company up for trouble.

By combing over resumes and background checks, you are more likely to get the right people on board.

  1. Tasks outside the office

As part of the checks of those you consider hiring, work activities outside the office matter.

What if you need to hire someone for deliveries or meeting with clients? Something as simple as their driving skills becomes a much bigger deal.

Like the background check one hopes you did on them, this is why in fact a license plate search matters.

Stop for a moment and ask yourself the following questions:

  • Would you consider hiring someone with a reckless driving record?
  • Would you consider hiring someone who has one or more DUI’s to their name?
  • Would you consider hiring someone with a vehicle that is unsafe to be on the roads?

When workers go on deliveries, networking, and to meet with clients, they represent you. As such, you want to make sure they’re responsible and have solid driving records.

  1. Character references

Although some potential hires will put down best friends or relatives to vouch for them, be smart.

The people you really want to talk to would be former or current co-workers and even a boss if at all possible. These types of individuals know how someone is to work with. Best of all, they more times than not will give you an honest opinion.

If you’ve not be one to ask for references in the past, change that moving forward.

To improve the odds of getting the best employees, character references can go a long way in that process.

Photo credit: Pixabay

About the Author: Dave Thomas covers business topics on the web.

 

 

 

 

What to Do if an Employee Won’t Go Quietly

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workplace-1245776_640When business owners let an employee go, it is not an easy task to undertake in most cases.

Whether the individual was there for years or only a few months, you are still removing someone from a job.

You also have to take into consideration if dismissing that employee could lead to a lawsuit.

With that being the case, layoffs and firings can go down in many different ways.

He or she may actually find happiness for one reason or another to be leaving your business.

On the flip side, there are those individuals who decide they do not want to go in peace. When this occurs, you could very well have a problem on your hands.

In running your business, how do you go about telling an employee that their time with you is over?

Steps to Take Before and After a Dismissal

Even though letting a worker go may be the toughest thing you have to do, you can learn from each experience.

As you mull over whether to let the individual go, keep these questions in mind:

As you mull over whether to let the individual go, keep these questions in mind:

  • Am I letting them go due to work performance, budgetary constraints, or both?
  • Could dismissing this employee lead to positive or negative changes in office morale?
  • Is there a chance the employee will not go in peace?

Never feel intimidated about a layoff or firing. That said you are wise to think about the ramifications of dismissing them.

Once you have initiated the dismissal, what do you do if in fact there is any negative fallout?

If the fallout is from his or her co-workers, you’re best-served by addressing why the move took place.

Even though you do not owe the other employees a reason, you more times than not might be better off doing so.

Safeguarding Your Workplace

In the rare instances when an employee doesn’t want to go away, business owners have few options.

For example, what if the former employee continues to contact the office by phone or email?

If they chose the former, you may not know it is them behind hang-up calls.

You could opt for a reverse phone lookup, allowing you to see where the call is originating from. Such a move will help you pin down whom is on the other line.

If the calls continue, you are often left with no other choice than to get law enforcement involved.

While you could also send out a warning letter threatening legal action, it may not be enough to stop the calls.

If the former employee threatens you or other staff, take the threats seriously.

The last thing you want is a tragic preventable situation unfolding.

When any threats come via email or by letter, you have more evidence on-hand to pursue legal action.

Unlike hang-up calls, written threats prove to be better evidence.

If you discover there is a credible threat against your workplace contact authorities.

While many such threats never result in actions, don’t dismiss them.

Running a business is taxing enough for most. This is especially the case when it comes to keeping companies afloat.

Your financial well-being can be taxed even more so when the layoff or firing process does not go smoothly.

When you’ve said goodbye to one or more employees, make it clear the move is final.

By handling it the proper way on your end, you can oftentimes sidestep potential problems.

Photo credit: Pixabay

About the Author: Dave Thomas covers business topics on the web.

Providing Your Employees with a Safer Workplace

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interior-design-828545_640 (1)When you rely on others to help make your business a success, going out of your way for them certainly makes sense.

That said you can only do so much in and out of the office for your employees, especially when some of them might not be heeding your warnings.

Whether you try and care for them in the office with an extra amount of attention towards safety, matching that with an equal effort of care and compassion outside the workplace, always remember that you can only do so much.

With that in mind, what are you doing these days to provide your employees with a safer workplace?

Drill Home the Importance of Safety

So that you can hopefully strike a note with your employees when it comes to the importance of safety in and out of the office, remember these tips:

  1. Workplace environment

First and foremost, you have the most interaction with your employees obviously when they are in your presence. That said do your best to promote a safe workplace environment, one where workers know that you take their safety more seriously than anyone else.

Among the ways to do this:

  • Having monthly safety meetings for your staff, especially if you are in an industry (construction etc.) where workers do put themselves at risk on a regular basis.
  • Having protocol in place in the event an employee is injured. Make sure they know what to do in terms of seeking treatment, along with reporting the injuries, and of course making sure all paperwork is handled properly.
  • Having a system in place where employees can report unsafe work conditions, something many may be afraid to do if their name will be provided. Have an “anonymous box” or some other method in (or out of the office) where workers can report safety concerns without fear of reprisals, including possibly losing their jobs.
  1. Out on the road

When your employees go out on the road during part of their work responsibilities, do you do your best to ensure their safety?

Among the ways to do this:

  • Having safe company vehicles for your employees, vehicles that you have the utmost faith in. As an example, if you have workers who go out using company cars and/or trucks to meet with clients, make deliveries, assess projects out in the field etc. are they as safe as possible? By being properly maintained, offering backup camera systems, even lane-changing warning systems, your employees stand a better chance of staying alive.
  • Having a system in place where employees can check in with the home office regularly. For instance, there have unfortunately been incidents (especially in recent years) of workers being injured or even killed on the job in the real estate industry. If you work in this industry (or any business for that matter), be sure when employees go out to meet a client, they’ve alerted a co-worker as to where they are.
  • Having a solid set of rules in place regarding employee conduct behind the wheel. Although most employees never cross the line when it comes to operating company vehicles, some in fact do. As a result, they can put themselves, others on the road, even their employees in harm’s way. Make it clear whenever hiring someone that they are expected to operate company vehicles (or their own if they use them for work-related matters) with the utmost respect. This also means avoiding speeding and other reckless driving habits, along with not drinking and driving on the job.

As important as making a dollar is as a business owner, make sure you never take your eyes off the importance of workplace safety, notably that of your employees.

By focusing and refocusing on safety in and out of the workplace, you and your team will be the better for it.

Photo credit: Pixabay

About the Author: Dave Thomas covers business topics on the web.

 

 

 

Don’t Slack on Those You Hire

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handshake-1513228_640In order to give your small business the best chance to succeed, much of course depends on those you hire.

That said are you doing the best job possible when it comes to hiring talent?

In some instances, you’re going to miss on a few choices. If you can hire 90 percent or better successfully, you can oftentimes survive those cases where you made the wrong choice.

So, what goes into hiring the best possible talent out there for your small business?

While research on your part is certainly key, a little bit of luck certainly doesn’t hurt too.

From this day forward, will you do everything possible in hiring the right people time and time again?

Put Time and Effort into Your Review Process

When the time comes again for you to hire the right employees, keep in mind the following pointers:

  1. Experience

What employer would tell you that experience isn’t all that important? If you said very true, you’d be correct.

That said a person’s job experience up to this point can mean a myriad of things.

Were they in a position of management? Were they responsible for making key decisions for the employer or employers they worked for up to this point? Were they tasked with overseeing large sums of money? Lastly, were they someone who managed to climb the corporate ladder wherever they were at?

As you look at any candidate’s experience level, dig down deep to see just how thick it truly is.

  1. Research

Assuming you take your time to properly screen each and every prospective employee, that research should include a number of factors.

Along with standard items like education, job experience etc. you really need to be socially active in the process.

Yes, what a potential employee does on social networking sites is having more of an impact today with employers than even just a few years ago. While you should not automatically discount a qualified individual because of political posts etc. that you disagree with, look for the obvious.

If someone exhibits signs of racism, bigotry, questionable acts like inappropriate pictures or videos, yes, those are red flags you should not overlook.

  1. Education

Although some employers will tell you job experience is the overriding factor when it comes to hiring individuals, others certainly do not discount the importance of a quality education.

As you look at hiring educated talent for your small business, be sure you don’t neglect the value of those educations.

For instance, if you are hiring someone to work with your company in the criminal justice system, that education is as important as anything else you will review.

Hopefully, each prospective employee has used what they learned through schooling to put themselves and their experiences in the right position, the position of contributing to your business needs.

Lastly, as crucial as that education is, street smarts are imperative too.

That is especially true if you plan to offer someone a job in a field where snap decisions in law enforcement and related positions of higher responsibility are oftentimes required.

Personalities Can’t Ever Be Overlooked

  1. Personalities

Even as important as experience, education, and social media etiquette are, don’t ever discount the value of each and every personality you come across.

While someone can have fantastic experience and an education that is second-to-none, you want personalities that will mesh with your current team of employees.

That said be sure to keep the current makeup of your office in mind whenever you interview a prospective employee.

Ask yourself if this potential team member would in fact work well with the present team you employ. Could you see any personality clashes, perhaps people with personalities that are too strong or even too weak?

Finally, look to hire those individuals who exhibit a desire to go that extra mile for you and your employees.

In many instances, employees will have to do more than they’re originally hired for. The last thing you want is someone who complains about that.

Remember, when the team effort is in place, it is hard for a company to lose.

Photo credit: Pixabay

About the Author: Dave Thomas covers business topics on the web.

 

 

4 Tips to Attract the Best Employees

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team-1697987_640In running your business, are you doing everything conceivable in order to attract the best employees?

As the New Year draws ever closer, now would be a good time to assess how you are going about bringing in new talent.

Keep in mind that hiring such talent is not simply the result of placing a help wanted advertisement online and/or in the newspaper.

Not only do you have to get qualified candidates through the door for the interview process, but you then have to determine which one or ones are best positioned to help your business moving forward. As you might imagine, there are no 100 percent guarantees when you hire someone. They could be one of the best workers ever to come through your doors or one of the biggest mistakes you will end up making.

That said do you know how best to go about attracting the top employees?

Incentives Can Go a Long Way

So that you are able to have the best odds of bringing in and keeping to-flight employees, remember these four tips:

  1. Workplace – First and foremost, do you have a workplace environment that is second-to-none? For many workers in today’s workplace, having a place to call home for many years is not the norm. In many cases, employees will use one job to eventually get to another one. In doing so, they may turn out to be great workers in their time at a place, though they could also turn out to be real duds. By offering a workplace environment that is inclusive and makes people feel welcome, you stand a better chance of getting solid employees, employees willing to go the extra mile for you and ultimately stick around;
  2. Incentives – Offering your employees incentives will be a great means to keep them around, not to mention make sure they are happy during their time with you. For example, solid group benefits for employees are a great place to start. Given how expensive medical insurance is becoming for many individuals these days, paying for a sizable portion of their medical needs oftentimes proves a big help for both you and the employee. If you’re worried about the costs becoming too astronomical for you, shop around for the best medical plans out there. In doing so, you can oftentimes find a plan that is financially cost-effective for you when all is said and done. Other incentives include not only increases in salary over time, but also the ability to grow within the company (see more below).

Don’t Overlook Growth Importance

  1. Growth – When it comes to growth, many workers will state that having a chance to climb up the corporate ladder is important to them. Without those opportunities for growth, some employees will feel like they are simply going through the motions each day, something that is a problem for you and your customers. Be sure to make growth opportunities one of your key offerings when sitting down and interviewing candidates;
  2. Honesty – Lastly, don’t you like it when employees are honest with you? Assuming the answer is yes, you need to return that ounce of respect. If you don’t, you can lose people (both figuratively and literally) before you know it. Be honest with workers when there are problems, be they with the individuals themselves or the company in general. If you see cutbacks coming down the road, don’t wait until the last minute to inform those impacted by them. Also speak honestly in grading one’s performance level. If you’re not honest with them, you hurt both them and your business overall.

As a business owner, how do you go about attracting the best employees to keep your company churning along?

Photo credit: Pixabay

About the Author: Dave Thomas covers business topics on the web.