Are You Sure You Know Who You Are Hiring?

By Jennifer Brown, Founder and CEO of PeopleTactics

You spent about 45 minutes interviewing the job candidate, loved him/her and are ready to make an employment offer – right? I hope your answer was a resounding NO!! One interview is never enough to make a decision on whether to hire someone or not. Every employee you hire has the potential to make or break your company. No other business decision is more important to the success of your company than whom you hire!

Therefore, a thorough candidate assessment process is a must. Set-up a multiple hurdle approach in which candidates must “pass” each step to proceed to the next step. A sample approach is:

  1. Review resume to ensure candidate meets job-posting qualifications.
  2. Conduct a phone screen to qualify candidate for the position.
  3. Hiring Manager conducts a face-to-face with candidate and candidate completes the application.
  4. Candidate has a second face-to-face interview or lunch meeting with hiring manager and another employee and/or colleague.

Note: Candidates tend to let their guard down in more informal situations such as a lunch, so this gives you additional insight into their ability to do the job effectively.

  1. Conduct thorough reference checks (you could also move this step up to before the second interview).
  2. Conduct background checks (e.g., criminal, education, driving record) if applicable.

Note: Background checks often need to be completed once a conditional employment offer is made to the candidate.

Take your time with the candidate assessment process – effective hiring will not only help your company thrive, but it will prevent you from having to spend your time, money and energy on addressing employee issues.

Want to learn more about assessing potential candidates? Email us  or give us a call at 571-587-5615. We work with our clients every day to ensure they are hiring the best candidates for the job.

PeopleTactics works with small business owners to prevent and solve Human Resources problems that can drain them of their time, money and energy.

To learn more, please visit the PeopleTactics website.

Are You Thanking Your Employees Enough?

By Jennifer Brown, Founder and CEO of PeopleTactics

Of all the things you can do for your employees, a simple “Thank You” is the most inexpensive and often the most impactful gesture a business owner can make to her employees. A study conducted by Sirota Consulting (based on interviews with 2.5 million employees in 237 private, public, and not-for-profit organizations in 89 countries around the world) revealed that only 51% of workers were satisfied with the recognition they received after a job well done.

By making your employees feel appreciated, you will see a host of benefits. Employees who feel appreciated enjoy their work more and become more productive. They feel less stress and are generally more content on the job. They are more loyal and want to stay with your company, as opposed to leaving to look for a place where they feel more appreciated.

There are many ways to go about showing your appreciation, and many are inexpensive or even cost-free! All it takes is a little bit of effort on your part, which will pay huge dividends. Here are a few ways an employer can show her employees that they are valued members of the company team:

  • Go see an employee in their office and verbally thank them.
  • Email or call an employee and express your appreciation.
  • Write a handwritten Thank You Note
– Make your appreciation a day-to-day occurrence: Bringing in a fancy cake once a year on “Employee Appreciation Day” is nice, but day-to-day demonstrations of your appreciation go much further. Make a small gesture on a regular basis, and you will see significant results.
  • Give your employee a low-cost gift such as a plant, flowers, or tickets to an event.
  • Take your employee to lunch.

Remember to be specific when you thank an employee for something. Be clear about the particular behavior that was so appreciated so that they know what to repeat in the future.

For additional tips on how you can show appreciation to your employees Email us  or give us a call at 571-587-5615. Remember, employees who feel appreciated are more loyal, productive, and satisfied!

PeopleTactics works with small business owners to prevent and solve Human Resources problems that can drain them of their time, money and energy.

To learn more, please visit the PeopleTactics website.

How to Save Time When Hiring an Employee By Using Phone Screening

By Jennifer Brown, Founder and CEO of PeopleTactics

You have a position to fill and have gone through the stack of resumes and now have some people you want to interview. But wait, before you invite someone in for a face-to-face interview which usually takes about an hour of your time, do a phone screen first. Phone screenings are typically 20 to 30 minutes long and will help you quickly eliminate people who aren’t appropriate for the position.

Like most things in HR, you want a consistent approach. When it comes to phone screenings, this means following the same set of questions for every person you speak with about the position.

Similar to reference checks, phone screening will help you determine if the person not only has the skills and experience for the position, but if he/she will be a strong fit with your company’s culture and values. Questions to ask include:

  • What are your career goals?
  • What are you really good at professionally?
  • What are you not good at or not interested in doing professionally?
  • Who were your last five bosses, and how will they each rate your performance on a 1-10 scale when we speak with them?
  • How did you find out about our position?
  • What attracted you to our company and position?
  • Tell me about your experience with “X”.
  • Note: If someone must have a particular skill-set (e.g., strong proficiency with Excel), ask them a question related to this requirement.
  • What salary range are you looking for?

Note: The first four questions are based on the “Screening Interview Guide” in “Who: The A Method for Hiring” by Geoff Smart and Randy Street, a must read for anyone who is going to be hiring employees.

Remember, your business is whom you hire! Effective phone screenings should yield a small slate of 2 to 5 well-qualified candidates to invite in for a longer, more in-depth face-to-face interview. Email us  or give us a call at 571-587-5615 if you would like help with finding the right candidate for your business.

PeopleTactics works with small business owners to prevent and solve Human Resources problems that can drain them of their time, money and energy.

To learn more, please visit the PeopleTactics website.

Do You Know How to Review Resumes to Quickly Find Qualified Candidates?

By Jennifer Brown, Founder and CEO of PeopleTactics

Have you ever posted a job advertisement, received 50 or more responses, and then had to spend hours upon hours reviewing each resume? This is a waste of time, especially as busy as you are with your business! You need to weed out the unqualified candidates quickly.

Here are a couple of techniques I love for doing this:

In the job posting, explain how the candidate needs to apply for the position. An example of this is:

“To apply for this position, send an email to [email protected] and put in the subject line: APPLYING FOR DESKTOP PUBLISHER POSITION. Please also include a paragraph about why you are the best candidate for this position and your required salary range.”

By doing this, you can immediately see if they know how to follow directions and have attention to detail – two skills that are typically important for most positions. For those candidates that don’t apply as specified (with the right words in the subject line and the paragraph with salary range), you can immediately put them into the “no” category.

For those candidates that successfully pass the first step and apply as you specified, then read their paragraph. Is it well written in terms of being easy to read, thoughtful and grammar/typo free? If not, put them into the “no” category.

If their salary range is out of your range, put them in the “no” category.

For the remaining resumes, review them for the key minimum qualifications that are specified in the posting. For example; education level, certifications, clearances, driver’s license, software knowledge, industry experience, and/or number of years of experience. For any candidates that don’t meet the minimum qualifications, put them into the “no” category.

By following these simple steps, you should be left with a much smaller stack of resumes to review! The remaining resumes should be reflective of candidates that meet the minimum qualifications of your position. You want to take your time reviewing these resumes in order to determine which candidates’ previous job roles and responsibilities, skills, abilities, and knowledge are consistent with the position’s responsibilities. For those candidates you deem qualified, you want to quickly call them to get a phone screen interview set-up – before someone else hires them!

Need help with reviewing resumes and interviewing your candidates? Email us or give us a call at 571-587-5615.

PeopleTactics works with small business owners to prevent and solve Human Resources problems that can drain them of their time, money and energy.

To learn more, please visit the PeopleTactics website.