Subject Matter Expert-Accurate Resource Group Inc.
TEN HIRING TIPS BEFORE You Begin to Interview
There are some things that you should do as a small business owner
BEFORE you hire your team to help ensure that you hire a great employee
and also that you are continuing to grow a great team. There are some
foundational components that should be addressed that will make a big
difference and help ensure that your hires are right for you and also right for your company. By taking these steps, you will increase your chances of your new hires turning into long term key employees.
- Determine, clarify and crystalize the type of culture you are looking to create in your business. It is a good idea to do this before you begin interviewing or if you have done this, incorporate this vision into the interviewing process, so that you know if the potential new hire will not only have the skills for the job, but will enjoy working for YOU! If you do not create an intentional culture, you will probably end up with one by default and it may not be the one you would choose. What happens if you don’t?? You will probably end up hiring people who do not “get” you or “get” your company and you run the risk of low productivity, mismatched priorities, not delivering the type of customer service you want for your customers as well as potential trouble relating to the rest of your team and potentially a parting of the ways. Why is that, you might ask?? Your day to day running of your business from service, operations, the way you answer your phone, sales and pretty much everything you do… reflects your culture. Also, a good question to ask …Is the culture that I am intending to create actually the one that I have? If not, what do you need to do to ensure that your company actually has the culture you want?
- Keep your company vision in mind when you are
hiring and before you begin to interview. What is your vision for your company? Why did you go into business…to create a better products or services…to make a difference in the world, right?? Look at where you want to be in the end game and see what it looks like… If Accurate Resource Group Inc. Your Small Business Solutions’ Strategist
you take the time to become clear on your vision, it can and should be
communicated to not only your new employees, but to your customers and existing employees, and do use it in creating your marketing materials as well. You want all of your employees to sound like they work for the same company… isn’t that true? This is one way to do help ensure that your employees are all on the same page as you. Define your vision, clarify it and communicate it and use it when you interview new employees to determine if they would fit well into your company. The benefits are many! Then, it may be advisable to take that vision and be sure that the qualities that you are seeking from your potential new employees are qualified and demonstrated during the interviewing process.
- Your Mission Statement
It will be important in looking at your mission statement and see that the key qualities are targeted in your interviewing process. Also important as well will be the fleshing out your job descriptions. How will these hires fit in with your mission statement and how will they thrive or not in your company? The mission is your day to day blueprint to get you from where you are to fulfilling your vision. The mission will drive your company towards achieving your vision. Does your interview process qualifies and distills the qualities that will be important in matching the role with your mission?
- Incorporate all of the above into your job descriptions
What qualities do you need in order for someone to identify with, appreciate and be willing to strive for in their day to day performing of their job functions?? Is the new employee ready and able to embrace your short term operational standards, best practices as well as your longer term vision?? We see so many employees come to our search firm and say that they love their jobs….just not the company they are working for…Why is it?? In many cases, they are not in alignment with what the company stands for, their mission, practices and vision. This is one reason why employees look to change jobs…They have different priorities than their employer. Let’s look at the difference between 2 companies which we will call company A & company B. For example, say you have company A where the jobs are
very structured and routine and spelled out in & detailed in each job
description. An employee knows by the day of the week and the time… what they will be doing (in basic chunks). Then you have another company B where the jobs are fluid. The employee is creating their job role as they go. They Accurate Resource Group Inc.
Your Small Business Solutions’ Strategist create the workflow, the details of what they will be doing and at what times of the day. The employee has a general job title and they know in an overview
that they are an accounting clerk. The same person who would be successful in company A would probably not be successful in company B. Some people need a lot of expectations and rules while others thrive in a looser environment. If you want to help ensure that you can consistently hire good members for your team, this is something to be considered. These are of course examples of two opposing cultures, but we have seen both (and others along the
spectrum) at various companies in the marketplace over the last 30 years.
- Match your perspective new employees not only with the job responsibilities in mind but all of the above (your vision, mission, culture and the culture that works for you as the small business
It doesn’t matter what title they have, your new hires need to blend with you, your company, your job roles, your vision and your mission…AND you should communicate it to them and be sure to seek the qualities that will work well for you. Also, good to draft some interviewing questions to ensure that you will be able to screen appropriately for these qualities so that you can have some discussion around them in the interviewing process. The questions can be around culture of various past job roles/companies and what did they like about them or not. The same holds true to the company mission/vision and drafting questions to draw them out on their past
experiences and preferences. Also, good to look at past bosses they favored and why they liked working for them would be a good thing to know.
- Create a work environment that is suited to you as the small business owner
You probably spend some or a lot of time at your small business and so you want an environment that works for you too…as well as your employees. I think that this is an important factor for the small business owner; to be sure that they are creating a world that they can live and work in and that it makes sense for them. As you clarify and reflect on your vision and mission statement, then you can incorporate what will work for you as the owner of Accurate Resource Group Inc. Your Small Business Solutions’ Strategist
your company, into the culture you are creating. How do you want to live day to day and in what type of environment?
- Identify the Passion Factor
What is the passion factor at your company? Whatever it is, you don’t want to train for it but rather you want to hire it! If you have certain requirements for enthusiasm or passion about certain topics, then it should be well known, well communicated and also something that is measured and evaluated in hiring new employees. This should be thought about in advance and then screened for before you begin conducting interviews. If you and your team are on different pages, it can cause friction, lower levels of customer satisfaction and create other problems in your workplace. It is a good idea to understand what level of passion you have and that you expect from your employees. Matching in this area would go a long way to have your
employees embrace your mission and day to day operations as well.
In clarifying the values that you have as a business owner and then seeking them out in your new hires, will make for a better work environment! It can make the difference of a good hire or not. If you and your team value multitasking and working independently, then it should be intentional that you seek new employees who are adept at multitasking and who have experience in working independently. This becomes even more critical if you have offsite employees working for you. If not, you run the risk of the work not getting done in a timely manner and will have employees constantly checking with you before proceeding to handle a task. How much multitasking is needed?? It is good to measure this first to be sure that it is attainable and secondly to be sure that you get the level you need.
The sooner a new employee becomes familiar with your company, work environment and job duties, the more quickly they become productive. So, I might ask how quickly you would want your new employee to be productive. From day one?? In the first week, month, six months??? If you have an onboarding process, no matter how simple, but one that engages the new employee with your company, their co-workers, customers, and their job role…the faster you will have a productive employee. By setting the stage for success, you will help ensure that this new hire will be a solid Accurate Resource Group Inc. Your Small Business Solutions’ Strategist employee who will understand the culture, the work and what is expected of them. Onboarding does not stop, but does continue for quite a while and may also involve partnering a new employee with a person who has been working for you for a while. The benefits are endless and the downside is huge if you don’t pay attention to this initial part of the post hiring process. You want to set them up for success and to understand the rules, regulations, expectations so that they know how to be a good employee. One really fast way to turn off a new employee or to have a new employee perform tasks that are not in line with the way you want things done or to create new ways of doing things (perhaps like they did in their last job, which is most fresh in their mind) is not to train. What can happen by default is frustration, on the employee’s part and yours. The new employee may out of self-defense or survival; just fill in the blanks with their own processes, deadlines, strategy and implementation. These may not be what you had in mind.
- Some very successful companies use hiring assessments and various instruments to define the job roles prior to interviewing and create a profile of what a top performer looks like for the role they are hiring for.
Then they measure the candidates against that benchmark. Not only can you measure core competencies needed to be successful in each job role, but you can measure the “horsepower” required to be successful in the initial ramp up in a new role, as well as a large number of areas that can make or break a new hire. What is the saying, if you can’t measure something, you can’t improve upon it.