© 2025 Dan the Budget Man
© 2025 Budgeting Essentials
Once you find your game in learning how to hire good people, phrases like labor shortage, the great resignation or RTO issues no longer bother you.
Right now, you could be thinking, hiring is hard. I don’t know how to get the right person. How can I get somebody that I won’t have to fire?
- 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 some great hiring techniques 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 same job for 10 years. Why?
Just because a person has not performed a certain job before, does not mean that they cannot learn to do the job.
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.
It’s about the numbers – so look at them
Let’s say you have 65 employees and two perform in a mediocre fashion.
Looking at the numbers, 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.
Keep in mind that there is always someone
who is hungry to work for an honest employer.
No matter what the news or fake news tries to drum up,
there are people in this world who would love to work for you if
you are honest and treat them fairly.
What does it mean to be a fair employer?
You treat every person
the same way you want to be treated.
Every time. No exceptions.
How to be a fair employer
When you are a fair employer – You see your business
as a successful, winning team and share your wins with your employees.
Something as simple as providing a catered meal in the lunchroom
Celebrate employees's birthdays each month
take the whole group out to lunch to celebrate the birthday people
Set aside a petty cash fund to cover docorations
for holidays and employee achievements
Pay for a food truck to come into the parking lot
allowing employees to get an ice cream, a burritio, or a fancy coffee
Use your imagination or think about what you would like
someone to do for you
You treat each person as if he or she is worth their weight in gold.
You invest in your employees
You offer the best benefits that you can afford.
As your company makes more money, you increase the value
of those benefits to stay competitive.
You encourage and reward every employee no matter what.
You also cross-train your employees in related departments or activities.
You provide each employee with every opportunity to grow and advance with you.
You hire the right person
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.
How do you see inside a person?
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.
- Get to the bottom of this subject as quickly as possible
- Do not let the job candidate change the subject or distract you
(If your candidate is 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 with it.
e
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 particular skills or abilities?
Have them rate their past performance on a scale of one to five.
What did they enjoy about it?
For best results, keep your questions open-ended.
2. What captivates this prospective employee?
How did they become interested in your job opening
or previous jobs they have held in the past?
Ask for details.
Use your intuition to guide you into whether
their interests will help or hinder job performance
in the position you have open.
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.)
A time when they felt they failed miserably. What did they do about it?
A time when a previous boss congratulated them. What was it for?
A time when they dealt with an unruly customer? What happened?
A time when they disagreed with their boss. What happened?
A time when they didn’t like a coworker. What was that like?
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, day 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 acted 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 you just said.
- Ask whether they agree with you.
(2) Ask why.
7. Check references.
Press for previous bosses, coworkers, and customers.
Let them know you do not want to hear from “friends”
who are just saying what they think you want to hear.
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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