Most owners interview to fill slots in their organizations, then wonder why those employees never seem to work out right. Champions, on the other hand, interview to replace themselves, and look for folks who have an “edge.”
It’s the difference between hunting for people who seek careers, versus those looking for jobs; Applicants with “future-thinking,” versus those only concerned with a paycheck. If you are looking to start improving the performance and quality of your new-hires, and retain your current high-performing staff, consider the following during the hiring process:
- Are you clearly defining your business plan and expectations? Hiring someone who doesn’t have a crystal-clear understanding of the goals of your business, and their role in achieving those goals, means setting them up for failure before they’ve even started working. You have to take a proactive approach in communicating what they need to do, how this will impact the business, and how you expect their role to evolve and grow over the course of the next several years.
- What are the financial incentives that make you stand out? If you’ve read any of my previous articles on Forbes, you’ve undoubtedly heard me stress the importance of paying your people based on their performance. You’ll always get “decent” results out of someone you’re paying well, but you will supercharge their performance if they know that hard work yields financial returns.
- What kind of development/training programs are you offering? It’s one thing to challenge your folks, and another to drive results while developing their skills and abilities. People who are looking for ‘just a paycheck’ will never aspire to much more than that. Those who join your team because they want to become a leader, create a reputation for themselves and your business, have pride in their work, are goal-oriented ,and are immensely benefited by the experience and training they receive within your organization are more likely to build a career with you.
- How do people view your business? According to a 2016 Glassdoor U.S. Site Survey, “The majority of candidates read six reviews before forming an opinion about a company and 70 percent of people now look to reviews before they make career decisions.” This means that applicants no longer seek careers, they shop for them and base the bulk of their decisions on the reviews of others.It’s up to you to take an active role on social media and crowd-sourced review sites to manage the online appearance of your business.
As an owner, you have to conduct yourself in a manner where folks want to follow, grow and develop with you. That means creating a financial and developmental plan for both the employee and your business, and plan for how the two will evolve and grow together.
It takes time, energy and investment. So you can decide to keep complaining about weak hires, or change your attitude, your direction, and ultimately improve your hiring ROI!