10 Things I Know About...Hiring Employees
Michael Gondek is chairman & CEO of Strategic Labor Inc. in Worcester. He can be reached at mgondek@strategiclabor.com.
10. Trust Your Instincts
The resume looks good, the references check out, but something just doesn’t feel right about the candidate. Listen to yourself and move on.
9. Use Your Network
You are likely two to three degrees of separation from most potential hires. People in your network generally have an interest in seeing the hire work out.
8. Hire People, Not Resumes
Experience is important, but consider the whole candidate and what they might become in addition to what they have been. Skills can be learned.
7. An Ethical Matter
Very few candidates say they do the minimum to get by. Look for evidence that the candidate has the work ethic to thrive in your environment.
6. Take Responsibility
Not every hire is going to work out. When it doesn’t, be sure to comply with all policies, laws and regulations, but move on. The lost wages and lost opportunities cannot be recovered.
5. Poignant And Purposeful
“Where do you see yourself in 5 years?” is a stupid question. Decide what you want to know about the candidate and why you want to know it before heading into the interview room.
4. Smart Savings
Place an emphasis on how the candidate’s multiple intelligences will serve the company well. Again, skills can be taught. Smarts and work ethic cannot.
3. Apples To Apples
Someone who was an all-star at a 100,000-employee company might not be the right fit for a 10-person start-up.
2. Pecking Order
If you’re worried that the candidate might one day replace you, it’s a good hire. You shouldn’t be worried — you’re still the boss — and if you do your job well, maybe the hire will replace you as you take your promotion.
1. Practice Diversity
Not just racial, ethnic, and gender diversity; but diversity of opinion and perspective. The more perspectives you have on a topic the better solutions you will find to most of the challenges that your business faces.
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