Finding Good Employees – Part Two
Equally important to knowing what you want in a new employee is finding out what they want early in the interview process. Before the interview, carefully read their resume, understand their background, and pay special attention to their length of employment at previous jobs. Start the interview with a recap of their employment history and ask a few questions. This will show them that you are familiar with their background and, more importantly, that you have the potential to be a caring employer—something essential for a successful small business owner.
Another lesson experience has taught me is that the best candidate on paper is not necessarily the best fit for your company. While small businesses offer many advantages, they also have limitations—one of the biggest being a lack of upward mobility. I have found the most success in selecting the third or fourth most qualified applicants.
When reviewing a resume, pay close attention to the duration of their previous jobs. Multiple positions with employment lasting under two years should be a red flag. Ask why they left their previous jobs and consider how those reasons might impact their success at your business. Also, take into account the prospect’s distance from your business, especially for on-site employment. Commuting is time-consuming and expensive—ideally, a commute of twenty minutes or less is best.
Several other factors should be considered before making an offer. Was the applicant on time for the interview? If not, ask why and carefully analyze their answer. Is appearance important for the position? If so, keep in mind that the interview is likely the best they will ever look. Did they prepare for the interview? A good way to gauge this is by asking them what they know about your company.
After interviewing at least four or five candidates, I rank them in order and invite the top choices for a second interview. Before extending an offer, I ask candidates to consider two commitments. The first is to use the first 90 days to learn and fully understand the business, as this is typically how long it takes to grasp the company and their responsibilities. The second commitment—assuming the first 90 days work for both parties—is to remain employed for at least two years.
Once the new hire joins, personally give them a tour of your facility on their first day and introduce them to every other employee. Ensure a training program is in place and that they receive proper training. The only thing more expensive than training is no training. Lastly, make it clear that your company has an open-door policy—encourage them to express any concerns to their manager and let them know that, as the owner, your door is always open.
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