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How to Hire Great People
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Author:
Article:
How to Hire Great People
By Kevin Lister
In my previous article, I wrote about the four steps to finding great people. Once you have found one or two outstanding candidates, here are some steps to take before hiring them.
| 1. Arrange an Initial Brief Phone Interview
Before setting aside time in your busy schedule to meet in-person with prospective candidates, you should conduct a twenty to thirty-minute phone interview with each. This will allow you to effectively weed out any undesirable candidates. Topics discussed should include your company, the position, the candidate's knowledge, experience and attitude and their compensation requirements. You really want to be sure that all potential candidates are a good fit for the position as well as your company before you have them come for an in-person interview - your next step. | 
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2. Conduct an In-Person Interview
It is best to schedule interviews first thing in the morning or late in the day so your workday will remain productive. Ask your candidates to bring their resume (as well as any photos of their work) and have them fill out a job application (for your records). I suggest discussing the same topics as in the phone interview (your company, the position, the candidate's knowledge/experience/attitude and compensation requirements), but go into more detail and depth. This is your chance, as well as your candidate's, to really get to know one another. The in-person interview will allow both of you to confirm the fit is right. Lastly, if you feel others in the company should also meet and review your candidates, be sure to involve them in the interview process.
3. Review Hiring Traits
Here are the top fifteen traits I look for to determine if someone will be a great employee. If your candidate has most of these traits, they should be considered a very strong contender.
| 1. Positive Attitude
2. High Energy Level
3. Integrity
4. Responsibility
5. Leadership Ability
6. Team Player
7. Mental Horsepower
8. Sense of Humor
| 9. Resilience
10. Track Record
11. Desire to Grow
12. Self-discipline
13. Creativity
14. Flexibility
15. Absence of Personal Problems | 4. Complete a Reference and Background Check
Be sure to check the references of your top candidates, which they will provide. Also conduct a criminal and financial background check, which the candidate needs to approve in writing (this should be covered in your job application). There are a number of online services that provide background checks, so conducting them should be fairly easy as well as cost effective.
5. Make A Strong Offer
If you are trying to decide between two candidates, have them both come back for a second interview so you can make another assessment. Once you have decided which candidate to hire, make them a good offer (pay plus incentives) - one that motivates them to really want to work for you. Because companies don't like to lose great employees, you may need to sweeten your offer if your chosen candidate gets a counter-offer from their current employer. Remember, a great employee is well worth their pay. Once your candidate has accepted the offer, be sure to set a firm start date with them - two weeks is customary if they are currently employed. Lastly, you may want to have them come in prior to starting to meet your office staff as well as fellow co-workers.
I write a question and answer article each month for Contractor Power. If you have a business-related question you would like me to answer in one of my upcoming articles, please feel free to contact me at info@paradigmstrategies.com. Also, if you would like to read any of my previously written Contractor Power newsletter articles you can view them at our Web site www.paradigmstrategies.com.
About the Author
Kevin Lister, founder and president of Paradigm Strategies, the business advising firm to the trades, is a leader in the field of business performance improvement. He possesses nearly 20 years experience in business management and consulting, effectively operating his own ventures and assisting others with realizing business success.
With an entrepreneurial spirit and CEO's point of view, Kevin brings hands-on expertise to helping building contractors, sub-contractors, and suppliers. Kevin has deep knowledge and understanding of the trades, based on 14 years in the construction industry, a family history of owning trades businesses, and a genuine interest and enjoyment in helping blue collar enterprises.
Kevin possesses a Masters in business administration (MBA) from Olin Graduate School of Business at Babson College and a Bachelor of Science in marketing from Bentley College. He teaches management and marketing for the University of Phoenix Online.
Kevin is a member of several professional and business organizations, including the Institute of Management Consultants (IMC), the Builders Association of Greater Boston (BAGB), the National Association of the Remodeling Industry (NARI) and the Associated Subcontractors of Massachusetts (ASM). |
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