FEATURE STORY
Your Ticket to Success... Hire the Right People!
T
he last few years have been challenging for the homebuilding industry, as many have downsized or
restructured to ride out the recession. This should put you at an advantage when you are hiring salespeople, superintendents and others in the industry. However, while it may be easier to find qualified people, the key to building and maintaining success is finding the right people. A bad hire can cost tens of thousands of dollars due to faulty work, low workplace morale and training costs.
Here are five helpful tips for finding people who fit both the job and your company, and will stay with you:
1. Create a job description. This is an important first step.
It helps to talk to
people currently in the job, as well as the person he or she would be reporting to, so you can understand all aspects of the job, and which parts of the job are the most important for success. Include how much education or experience is required, and additional skills needed.
2. Think carefully about where you look. If you are looking for qualified salespeople, you may need to look no further than GHBA’s job board. You can also post on Web sites for sales
Need a Notary
Public? Stop by the GHBA office any time and ask for Donna.
Free service for all members.
Questions? 281.970.8970 x100 Email:
dbuenik@ghba.org
professionals. Think about where the people you need might look for jobs.
If
you have not done so already, start using LinkedIn, Facebook and/or Twitter to network with others in the industry. Use your own Web site to post openings so that you can recruit internally, and have a referral program to reward employees who bring you qualified candidates.
3. Screen resumes against the job description. Anyone who does not meet the minimum qualifications should be eliminated from consideration. Those with extra experience or additional skills can be moved to the top. Look for specific accomplishments or promotions that show evidence of success in a particular job. Also, note any “red flags” in resumes, such as gaps in job record, so you may inquire about them in the interview.
4. Conduct phone interviews. Narrow the search further by calling prospective candidates to tell them more about the job, and inquire about their experience. In some cases, a prospect may decide that they are not a good fit for the job once you give them a more detailed description (e.g., can’t work weekends).
5. Face to face interviews should be tied to the job description. Be sure to ask questions that are directly related to the job, and ask for examples of when they demonstrated certain skills in previous jobs. If you stick with job related questions, you are more likely to determine whether the person can actually do the job, and you protect yourself from liability if a candidate is rejected. You can also screen for personal characteristics that would help them fit into your work group. Be sure to include a “realistic job preview,” so the candidate understands what is expected and you can both establish whether or not he or she would be a good fit for the job and the company.
Selecting and hiring people can be a stressful and time-consuming process, so many homebuilders “shortcut” the process by only using word-of-mouth or hiring family members and friends, often with disastrous consequences. More and more companies are experiencing the advantage of using human resource professionals to assist with the process. Many offer a “turnkey” service, recruiting and interviewing dozens of candidates and sending on only the top few qualified candidates to meet with the CEO or hiring manager. They may include background checks as well. This saves a homebuilder countless hours that he or she could spend running the business.
Whether you outsource hiring to a professional or do it yourself, always remember, quality employees are your ticket to success!
ABOUT THE AUTHOR: Article by Lauren Manning Salomon, Ph.D. with People Advantage. People Advantage is focused on partnering with clients to find talent, develop talent, and
improve organizations to meet future challenges. We strongly believe that organizations are most successful when their processes and people are working at their highest potential. The principals of People Advantage each have a track record of achieving long lasting results for clients in a variety of industries and organizations. People Advantage is built upon a blend of talents in employee selection and assessment, leadership development, performance management and organizational development to better serve your needs. Find out more at
www.peopleadvantage.net. Lauren can be reached us at laurensalomon@
peopleadvantage.net or (713) 665-7025.
26 DECEMBER 2010 | HOUSTON BUILDER | GREATER HOUSTON BUILDERS ASSOCIATION – BUILDING A BETTER FUTURE
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