The Basics Of How To Run A Successful Business - Hiring
Start your hiring project by determining the strengths an employee should possess. Once this is answered, it is time to begin the interviewing process and not to forget a few legal requirements when running through interviewees:
1) Make sure that the office has applications. You have to keep applicants for two years. Just in case someone files a charge that they were discriminated against, you have proof to back yourself up.
2) List interview questions and ask the same questions of each candidate. Take notes on the applicant's answers and attach this information to the applications. This precautionary step can help illustrate how the hiring decisions were made if ever questioned.
3) Do background checks. Most employers aren't aware of the extent of liability in negligent hiring. This is especially important if you have not made an effort to check an applicants' references and find out down the road that a new employee has had problems with previous employers. If a reference check had been conducted, the company would not be held responsible if this employee harmed someone.
4) Type out the job description and detail the physical duties required. When interviewing, directors should make sure the line of questioning revolves around the job description. With the Americans with Disabilities Act, if you have someone come in with a disability, simply don't refer to the disability. Just give them the job descriptions with the job's physical attributes. If they are fully qualified, then you could have a potential problem if you don't hire them. That creates a bit of an uncomfortable situation in the cases of some interviewees, as the human resources manager might feel compelled to hire them just to make sure that there are no lawsuits on the horizon.
Also, plan to implement a trial period after hiring a new employee. If the match isn't working, don't get caught up in having made a bad decision. An manager is going to know in the first couple of weeks. A common problem is that people don't want to go through the hiring process again, so they keep an employee thinking the situation will get better, but it doesn't. Just call it a bad match. The employee isn't going to be happy and you're not going to be happy, so just let them go.
After finding a new employee, you should concentrate on creating an environment that brings out the best in the new worker. Based on research about resiliency, there are two types of motivators for workers:
Internal: these motivators include how workers think and feel about their job. While managers may not be able to directly motivate employees, they can create working conditions for internal motivation to grow.
External: this is what an employee receives physically or from the outside that they find rewarding. For example, a paycheck would be an external motivator to work. However, studies show that eight out of 10 people would still go to work if they were financially comfortable. This just means that the paycheck is one small motivator for attracting and keeping employees.