| We've all heard stories about how the "new guy" | | | | The candidate has the skills or he wouldn't be at the |
| was supposed to be the best thing since sliced bread | | | | interview. Now your job is to ascertain how well the |
| only to see him fired within the month or sooner. Or | | | | candidate's attitude will fit within the corporate |
| worse yet, not fired and left in his position to cause | | | | culture. |
| havoc on the rest of the team, company, and | | | | 3. Take a Team approach to hiring |
| customer base. | | | | It's imperative to every successful organization that |
| The hiring process for this person was expensive and | | | | leadership involve their employees in the decision |
| time consuming. And now you need to do it all over | | | | making process and involving current employees in |
| again. You can avoid the problems and resulting costs | | | | hiring their new coworkers is a wonderful opportunity |
| of hiring the wrong person by following these three | | | | to do just that. The existing employees become |
| simple tips. | | | | invested in the process of selecting the best |
| 1. Carefully target your job ad | | | | candidate and more committed to helping the new |
| It's very important to carefully target your search, | | | | employee succeed. Employees currently working in |
| especially if you're on a modest budget. The wrong | | | | the same department as the new hire will be the |
| type of ad in the wrong place will cost you time and | | | | most likely choices for volunteers. You can involve |
| money and will not find you the right candidates. | | | | your current employees in a number of ways: |
| To get the right people responding to your job ad, | | | | - Helping you determine the need for creating a new |
| you need to know exactly what type of person you | | | | position or hiring a new employee to fill an existing |
| need to attract and exactly where they will be | | | | one. |
| looking for your ad. Identify your ideal employee by | | | | - Contribute their experience in a specific department |
| asking yourself the same sorts of questions that you | | | | or position to help you create the job description, |
| ask when identifying your ideal client. "My ideal client | | | | goals, learning opportunities and skills. |
| looks like: _______________." "My ideal client is | | | | - Be a member of the committee responsible for |
| struggling to: _______________" | | | | vetting resumes and selecting candidates for first |
| Once you have a clear picture of the "who" you can | | | | interviews. |
| then start to look at "where". The temptation to | | | | - Be a member of the interview panel and selection |
| plaster job ads all over the internet is strong, and | | | | team for second interviews. |
| media outlets are anxious to snag your business for | | | | - Participate in second interviews, candidate auditions |
| their publication or broadcast, but please resist. Just | | | | and final selection. |
| like you wouldn't advertise your rural farm implement | | | | - Lead the New Employee Orientation Program for |
| business in an urban restaurant guide, you shouldn't | | | | the new addition to his/her team. |
| put your employment ads for new grads in a | | | | Involving employees in the hiring process is a very |
| publication geared toward mid-career professionals. | | | | good "Ad" for your company in the eyes of the |
| 2. Hire an Attitude | | | | candidate. First, this employee involvement in the |
| Hire an attitude not a skill. You can teach a skill in a | | | | process positively demonstrates a high level of |
| relatively short time but the candidate has been | | | | employee engagement for the candidate. The |
| learning their attitude since birth so you'll have a hard | | | | candidate can see the enthusiasm with which the |
| time changing it very quickly. Not to mention the | | | | employees are contributing to the organization's |
| costs involved. You can train a missing skill but not a | | | | success and the value that management places on |
| missing character trait like having a sense of humour | | | | their contribution. |
| in stressful situations. | | | | |