The Four Key Steps In Hiring And Keeping Top People
“When you hire the best, the rest is easy!” We have heard this phrase many times, but how do we put this concept into action? We know that hiring the best people is vital to the success of your business, especially for fast growing businesses. And certainly, your customers have high service expectations. So…how do you hire and keep top people? Let’s start from the beginning.
The job description: Often overlooked, the job description sets the tone for success when hiring new people. Start by making certain your job descriptions are accurate, up-to-date and reflect your expectations. This is an important step, as it ensures consistency in your hiring practices and says your company is well run.
Tip From The Coach: During the initial interview, be certain to present the job description, so the applicant will have a clear picture of your expectations if your company does hire them. This also helps to generate a more comprehensive conversation regarding the position being offered.
The interview game plan: Prepare a detailed interview game plan, to be used by each person doing the interviewing for your company. This game plan must include: how to evaluate a resume, sample questions to be asked during the interview process, a detailed presentation of compensation, how to do reference checks, and any final hiring details (i.e. company benefits, policy and procedures, etc.…).
Tip From The Coach: In addition to the in-person interview, consider the use of written tests and/or assessments to aid in your hiring process. This is key to hiring top people and will help to establish performance standards when hiring new employees.
Fast-track training: Develop a detailed training checklist for all newly hired employees. This should include: an orientation for the first day, a plan for the first week, an outline for the first month, and a recap of the first 90 days that includes expectations for their performance.
Tip From The Coach: By building a thorough and consistent training program, you will quickly develop top performers for your company, a “win-win” for all.
Grow and groom: To hire and keep top people, you must provide a career path to help your best people grow and to be groomed for additional responsibility. This starts in the hiring process, so consider if the person you are hiring has the skills for the current position and might also have the skills for a next level promotion.
Interview Techniques: First start with informal and see what I can get out of them by just simply asking questions. When and if I get nowhere or become feeling like I am being lied to or
Last but not least, I will have a list of question ready. Due to the lack of time in job fairs, it would be for the best if I have prepare what I want to ask them
If I were to conduct a job analysis in a company with no job description, I would follow two steps to assist in the creation of a description. My first task would be to ask the supervisor what the job title is, the purpose of the position, and who the employee will be reporting to, as mentioned in the job description handout. My second task would be to go on O*Net to obtain the specific details of the occupation; such as skills,
We began our interview by asking Mr. Kressel, what are the most important parts of the interviewee’s job? With his response describing that the most important part was just to talk so that the interviewer, Kressel himself, could get to know how the candidate thinks. Most of the questions that are asked help Central Escrow see if they have potential in the company or do not. An example question that they ask is, have you ever faced a problem that you ended up failing in? What was it and were you able to learn from the problem? Hearing the interviewee talk will give Kressel an ideal of how the interviewee thinks. Finding someone with common sense and being a clear thinker may help the candidate to get the job. In the interview, Kressel will be able to find out basic technical information about the candidate and that can help determine if they will be hired or not.
Gaining and retaining the best possible employees is something every company wants to do. The best way to accomplish this is by implementing talent management into the fabric of human resources. It may take a high level of commitment and planning, but the rewards can be astounding. From specific training, to motivation, optimizing each aspect of talent management allows for businesses and groups to reach their goals. “It is difficult to identify the precise meaning of talent management because of the confusion regarding definitions and terms and many assumptions made by authors who write about talent management” (http://www.irproje.com/media/userfiles/610013.pdf).
Training gives members the knowledge to be successful, and with knowledge comes power to take action and change things
8. What are the company’s five-year goals? 9. Based on your current resume, what new experiences and skills should you acquire to obtain the position? 10.
The questions that will be asked will be planned. The existing protocol or specific questioning guide will be used by the interviewer to help sensitively identify the facts related to the line of questioning (answering who, what, when, where why, and how).
“Training is the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance” (Goldstein & Ford, 2002). Pal’s Sudden Service has focused their hiring practices on hiring the right people first, providing the best training possible and reinforcing training everyday. The investment in training has much more to do with the company other than low errors, reduced customer wait times, which lead to high customer satisfaction. The focus on training reduces employee turnover. The costs of hiring and training new employees greatly reduces customer loyalty, both significantly will impact profit. The challenge, comprehend the training requirements, formulating who will train and how the process will be trained. The repeated success of a training program must be quantifiable and re enforced. An efficacious training program with continual re enforcement will pay strong dividends in business profit, employee satisfaction and customer loyalty.
Using job postings on job boards will help with candidates they already know and will boost morale of these candidates and improve their engagement. Finding external candidates could use of the internet job websites and social media. Building a quality reputation enhances this process. Use of employment agencies to screen candidates is also useful as well as walk-ins. It is important to recruit a diverse workforce. They need to screen out employees and managers whose values are not people oriented. The managers will offer an application form to collect essential background information, education background, job references and previous supervisors. It must comply with EEO laws such as handicaps. Tests and a validated interviews will raise the quality of employee short
Job description change, labor market change, and techniques of job search change. However, job interview is always constant. This is a chance for someone to sell him or herself. It is important to keep in mind that the first thirty seconds of any interview are the most crucial. Therefore, to stand out among others, an interviewee must be very smart. It is worth noting that a successful interview is guided by various principles ("5 Tips for Instant Interview Success - US News," n.d.). These include: speaking enthusiastically and vividly about your skills and experience, being positive, being ready and willing to market your experiences and skills as they relate to the described job, researching information
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...
There are many different ways to train. Indeed, entire books have been written on the ways to deliver training. How can a manager charged with training his or her employees choose an appropriate method? This article defines some of the most common training methods and reviews pros and cons for each one.
Training is an integral part of any organization’s development and is an ongoing process. Training programs will vary according to the position held within a company. “Training is a learning experience that seeks a relatively permanent change in individuals that will improve their ability to perform on the job” (DeCenzo & Robbins, 2007, p. 223, para. 1). Good organizations can be linked with the training and development of good employees. Any organization’s success in growth and innovation is dependent upon the talent, motivation, and leadership of its employees. Efforts made to recognize the value of each employee and the job he or she performs will contribute to a workplace environment that inspires, supports, and rewards employee development.
To be better prepared you should bring extra copies of your resume. You never know who all will be doing the interview process, and it would look very great to have copies prepared so that everyone could look over your resume if they would like. Having a reference list ready with names, organizations, and phone numbers will reflect greatly on your effort in being prepared. Knowing what type of interview you will be attending will help you prepare for what kind of questions you will be asked, and what kind of things you will be asked to do. Sometimes, the employer will interview you in a group with others and ask you situational interview questions, depending on the position you are applying for. In this case, you would need to be prepared to answer questions in front of others and not just one-on-one with the hiring manager. Researching situational interview questions and preparing real life responses will help during your interview.