Best Practice: EFFECTIVE HIRING
Hire Well, and Hold On Tight I
Ellen Grode VistaComm Director of Human Resources
t’s far too important to be leſt to chance. But most of us don’t do it oſten enough to become an expert. We’re talking about interviewing and hiring potential employees, and while everyone is familiar with the gut-churning feeling that you get as an
interviewee, it’s not easy for the interviewer either. If an employee that you hire doesn’t produce, you’re the one with egg on your face. A few bad choices in a row could land you on the other side of an interview.
With that in mind, you’re probably not that excited about the process of filling open positions on your team. Tat’s why many of us call in the experts when it’s time to hire. VistaComm enjoys a close working relationship with Executive Recruiting Consultants (ERC) Ag, a national staff recruiting firm. Craig Libis, ERC Ag CEO, offers the following Top 3 Tips on how to avoid potential employees who interview well but implode once they’re hired:
1. Check personal references. Sometimes the best reference is that personal reference with the broken filter. “John really needs this, because he’s prety sure he’s going to be let go over at XYZ company because of that cash management thing.” It’s not hard to spot this serious red flag. Don’t be afraid to ask the tough questions to the personal reference. If possible, ask the references for additional references. Get beyond the first line of defense.
2. What is the candidate’s primary motivation? Why are they looking to make a change? Is it money? Is it benefits? If these are the candidate’s only focus, don’t bite. You will never be able to offer them enough, and they will eventually leave you for “greener pastures.” Candidates that are moving for family reasons, advancement opportunities, or the opportunity to be a part of a progressive organization are the people we’re interested in working with.
3. Check social media. You may be able to find out more about your candidates on Facebook, Twiter, or LinkedIn than you ever could in an interview. Use the technology in your background checks, as more and more companies are. If they’re willing to badmouth a buddy online, you can bet they’ll do it in the office as well.
Libis adds that one of the single most important things to look for is chemistry. Can they, and will they, fit in with your team? In the end, it all may come down to a judgment call on your part. But at least it will be an informed judgment.
HANG ON TO THE BEST
Of course, there’s one sure-fire way to avoid the whole hiring process. Retain your top employees. Tat may not be as difficult to do as you may think, even in tight economic times, according to Libis.
“With the people we place, money is almost never the issue,” Libis elaborates. “When people feel that they’re not appreciated is when they start looking elsewhere. Small indications of appreciation—a giſt card, a night out, even a note or email—go a long way toward keeping your employees engaged, encouraged, and in place.”
VistaComm • America’s Precision Marketing Leader for Agri-Business PAGE 9 Executive Summary
Recruiting and interviewing potential employees is one of the most important tasks managers undertake. •
Because it is so important, many firms are calling on recruiting companies such as ERC Ag to help with the process. •
If you’re involved in the hiring process, a few tips can help improve your results. •
One of the best ways to minimize hiring stress is to retain your best employees. That may not be as hard as you think, even in a tough economy.
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