When You Have to Hire A New Employee
Oct 20 '01
The Bottom Line Do you homework and be prepared for your job of finding the new employee.
What Should I Know About Recruiting and Interviewing?
So now you have this set for Monday that you must start looking for a new hire. What type of job are they going to be doing?
The person you hire will be a part of your company. Is this your company or do you work for someone else? This question should be answered as such. In most cases if you are the person doing the hiring, you are a part of the company. Treat it as if it were your own. Besides if this person doesn’t work out, or steals from the company, or does a poor job will you be in hot seat. Then you must look for someone that will be able to respect your job as if you owned this company and you were having them work for you.
Next, you must make sure when interviewing these new selections, that they have the type of attitude you are looking for. Not just nice people, but a person well rounded enough to know when is the time to be abrupt, or speak frank or act professional. Make sure your soon to be hired individual has the professional side. If not you may be sorry.
Everyone has their personal peaks as to what type of person they like or are looking for. Maybe this individual will be like Sally, who used to have that position. Chances are you won’t find another Sally. But instead maybe a Carol. She may have the abilities of Sally, but when hired and put to the test she failed. And therefore you were the one that had to give her the bad news. Then you must look at your facts, and why did you hire Carol? Then research more into what characteristics you were looking for and what you got.
It is a difficult situation. One that cannot be taken for “ it is an easy job anyone can do it.” You have to realize you were selected to be in this position. So you must put yourself on the limb here and take the time to make a better decision.
Your next interview is with Mike. Well first question? Is a man the person you want in this position? That shouldn’t matter. If he has the qualifications and the professional know how. Then he may pass the test. Next, what types of experience and the rest of questions that follow the normal procedure of hiring. Ask some questions about their likes and dislikes. Give them a scenario and ask what they would do in this situation. Are they close to their family? Are they still in school, going back to school? You get the idea. What you are in search of here is the other side of them. The person you will know after they have been here for a while. You certainly don’t want someone that will be one person now and a few months later they become a whole different person with a different attitude. That can be a problem.
Over time that person should become more part of the company, friendly and making friends, and hopefully getting the accounting done. Or the billing. Or the sales. Whichever position they were hired for.
You don’t won’t to be looking for another individual in a few months again. Make your decision clearly.
And on the last note, make sure when you hire this person, that they are given the complete ”New Hire Handbook”. Go over with them. Make a point that when they come back on their start date, that they are given an orientation. Help them make the transfer into your company a welcoming and pleasing one. Help them understand who what and where. This will improve their ability to become an important addition. We all know what it is like to have very little information and how it can make or break a situation. By giving this person the inside scoop at start, they can follow with what is expected of them, instead of going in blind.
There are a lot of other sides to this article. It seems it would be a book. And probably is. But this is just a portion of what is very important when you are in the chair asking the questions. We all know we want someone who can do the job. But we must make sure we get the right person that fits the job as well.
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