7 Tips to Hire the Right Employee

 

 

 

7 Tips to Hire the Right Employee

© 2023 Dan the Budget Man

 

 

Do you know…that you don’t have to let popular media phrases like labor shortage and the great resignation bother you?

Right now, you could be thinking, I just need to get somebody, anybody, to fill this open position. It’s the only way to keep my business afloat.

 

•  What if I could persuade you that there is a better way to ensure you get the best person for your open position?

•  I’ll explain how you do this below. For now, let’s talk about where you’re at in the process of hiring a new employee.

 

 

It’s not about getting a lot of resumes or inquiries regarding YOUR job opening. It’s not even about getting a person who has done this exact job for 10 years!

 

 

What you are about to learn is something that companies larger than yours have missed in the hiring process. These techniques have a learning curve, but they are easy to follow. To get good at them, just practice. (And practice some more!)

 

 

Before we take the deep dive…

Let’s talk about the word mediocre – as in mediocrity of a learned skill. Notice, we are discussing a person’s skill or ability, not the person themselves. People can improve their proficiency of a learned skill – if they want to.

 

 

Let’s say you have 65 employees and two perform in a mediocre fashion. You essentially experience a three percent loss in employee performance. However, if you have four employees plus yourself, and two of them perform in a mediocre fashion, your loss has risen dramatically to 40 percent!

What exactly does a small business or microbusiness lose when an employee performs their job in a mediocre fashion?

 

• Customer satisfaction (job not well done).

• Shortfall in business income (product/service not worth the price in the eyes of your customer).

• Forfeiture of customers (to your competitor).

• Damage to good word-of-mouth advertising (customers no longer tell other people how great you are in their estimation).

• Decrease in overall employee enthusiasm to perform at peak levels (Mediocrity tolerated kills employee morale).

• Loss of good employees (your good employees will leave you).

 

Tolerating mediocrity is like saying:

 

 

• There is no reason/initiative to improve and get better.

• I really don’t care about my teammates or customers.

• I don’t care if this business ever gets better.

• Resource: Link here to 5 Secrets That Will Grow Your Customer Base.

 

+ Keep in mind that there is always someone who is hungry to work for an honest employer who will treat them fairly and offer advancement opportunities. (This person is out there.)

 

+ Because you see your business as a successful, winning team, you’ll need to invest in your teammates and your company with the same diligence you used when you began the endeavor.

 

+ This means you must hire the right person.

 

Let’s move onto the interview process. Interviewing is so much more than simply asking a set of mundane questions where you receive canned answers.

 

 

The Interview Process

The interview is your opportunity to see inside of the person who wants to work for you. Here’s how you do this:

 

 

You will want to know if this person has been successful at getting along with their coworkers.

Hint: Ask open-ended questions that will require the job candidate to provide an example (or two) of when they worked alongside a difficult person and how it worked out.

 

• According to Gwen Moran, in her FastCompany article titled “How to Deal with a Coworker You Can’t stand,” approximately 80 percent of workers reported experiencing moderate to severe stress due to having to collaborate with a difficult colleague.

 

1. Get to the bottom of this subject as quickly as possible.

 

2. Do not let the job candidate change the subject or distract you.

 

(If they are young, ask about someone at school or college. If they have been around awhile, explain that “we’ve all been around people we can’t stand,” and stay on the topic until you get a proper response.)

 

 

3 Key Things to do When Listening to the Interviewee

 

 

• In her article, “Three Techniques to Read People,” Judith Orloff, M.D., an assistant clinical professor of psychiatry at UCLA, says this:

 

• Research shows that words account for only 7 percent of communication, while body language and voice tone account for the rest.

• To read others, one must be willing to surrender any preconceptions or emotional baggage that interfere with seeing a potential job candidate clearly.

• Sensing emotional energy and recognizing one’s own intuition are key skills when it comes to reading others.

 

 

Determine This at the Interview

 

 

 

1. What does your candidate bring to the table? How well do they perform this particular skill or ability? What do they enjoy about it? For best results, keep your questions open-ended.

 

2. What captivates the prospective employee? How did they become interested in this or these activities? Ask for details. Use your intuition to guide you into whether this interest will help or hinder job performance.

 

3. It is nearly always beneficial to find out what a person’s values are. You might ask your candidate to tell you about a time when…
(Ask the same question of all job candidates.)

 

4. As you sit back to listen, watch for body language. Pay attention to what this person does with their eyes. Are they looking at you, or dreaming (or nervous)? Listen to the tone of voice being used.

 

• Are they sitting straight or slouched?
• Are they tapping a foot?
• Do they exhibit nervous energy?
• Does their sitting posture mirror your own?
• Remember to surrender preconceptions and emotional baggage.

 

5. You may choose to ask the interviewee about a certain goal or dream that they took action on. Don’t be afraid to ask for more detail or explanation if you are not clear what is being said.

 

6. This question may be the tell all. Ask your potential employee what they expect of you, as a boss. Do not let them off the hook on this question.

 

Once you are ready, explain in a firm, but friendly manner exactly what you expect of them in this role.

Ask them to repeat back to you what was just said.

2 Parts:  (1)Ask whether they agree.  (2)Then ask why.

 

7. Check references. Press for one from a woman and one from a man who are both coworkers. Then get one or two from a former boss.

 

Using these 7 Tips to Hire the Right Employee is up to you. Companies that let the interview process take care of itself often suffer the consequences of early-departures. Interview responsibly. Using these 7 Tips to Hire the Right Employee can be the advantage you are looking for!

 

Dan the Budget Man
https://www.budgetingessentials.com

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© 2023 Dan the Budget Man