Reshaping The Hiring Process Of Business
by Aaron Boyce (www.abworkshopsarethebest.com)
1. Many employers hire for the short-term rather than the long-term. So they look for an employee who could fit right in, right now. By doing this, you often overlooked the person with the potential to grow with, and help grow up, the company. It’s like in basketball when a team chooses a seasoned veteran rather than a rookie from college. Although the seasoned vet has better stats, his playing days are numbered whereas the promising rookie will need lots of training to develop into a star player. Once this happens, however, he will be winning games long after the seasoned vet has retired. An employer must hire for both situations when possible. If it is not possible, two important questions arise when hiring the seasoned veteran – what benefits will the vet bring to the company? How much profit will the company receive from the vet’s involvement in the company? And two questions when hiring the rookie - can my company sustain itself while we wait for the rookie’s growth? What qualities can we glean from the rookie today that will help us make money today? Providing logical answers to these questions will help a company decide which way to go.
2. Unless the company owner or the department manager does the actual hiring, the employer runs the risk of having someone do the interviewing with little knowledge of what goes on in the actual business. They base their hiring suggestions solely on keywords and phrases rather than real on-the-job knowledge. Keywords are infamous for weeding out quality people who did not include such words on their resumes. Lesser skilled workers who are better in marketing have been hired much to the detriment of the business. Instead, a company should always use an interviewer who has strong knowledge of the company, position, department, and understands the company’s future plans. Only then will the employer be assured of hiring the proper person.
3. A huge mistake that some reporters make is being too inflexible on the education and experience requirements. Imagine a computer firm that is looking for a marketing professional with a Masters degree in computer science. Imagine that same company turning down Bill Gates because he dropped out of college. The sad reality is that some employers refuse to back down from their requirements. Big mistake – the employer would simply go to their competitor. Employers should hire with a “how well – not how long” attitude. They should care more about excellence rather than experience. It is excellence that will help the company reach its goals. Talk to the job candidate and let them share their vision of success with you. If it makes sense, use them, grab them, hire them.
It is important that employers look at the big picture when hiring employees. Remember that many of the giants in business were once amateurs who only reached greatness because someone saw beyond their inexperience, beyond their lack of degrees, and instead saw their millionaire potential.
My name is Aaron Boyce, author of “Jobseeker No More – the complete guide to employment success”. I have worked on both sides of the business and implement spectrum - as a magazine publisher for over 15 years and as an employment counselor for the County of Sacramento. Today I travel the country sharing my message of career and employment success to thousands of motivated listeners.
To book me for your next event, contact me at: aaron@abworkshops.com, www.abworkshopsarethebest.com, or toll-free at 1-866-745-6966.
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