This article will give you all the tools you need for properly evaluating an employee.
What makes a good employee? There are several things you can look for during the application and interview processes that will help to ensure you hire good people the first time. The screening process should start with the initial application or resume.
One step you definitely shouldn’t skip is the background check.Though there may be a small cost involved in this, it’s important to make sure anyone you are considering hiring has supplied you with accurate information, and doesn’t have a criminal background (or has sufficient record of dismissal).
Here are a few alarming statistics from HireRight, a company that verifies resume information and conducts background checks:
- 10 percent of applications and resumes contain serious background misrepresentation
- 30 percent of job applicants exaggerate accomplishments to look good on paper
- 34 percent of applications and resumes contain outright lies regarding ability, education, and experience.
As you can see, background checks are an important step in the hiring process.
Nice people make the best employees. In general, they are fast learners, easy to teach, and fun to be around. If it comes down to choosing between an exceptionally qualified and rude candidate, or a nice one who may need a bit of extra training to get up to speed, it’s in your best interests to choose the nice person every time.
Other than being nice, what qualities should good employees possess? Here are a few examples of qualities and characteristics to look for:
- Responsibility: Seek people who will see their tasks through to the end, and will claim responsibility for their work and their actions on the job.
- Initiative: Does the candidate demonstrate an interest in self-starting? Look for someone who will find something to do when they run out of work, rather than someone who’ll wait to be told what to do, and then rush through the assignment.
- Discipline: Good employees are able to focus and complete a task or assignment thoroughly.
- Positive: The best employees are generally cheerful, even when working on an assignment they don’t particularly enjoy.
- Consistent: Look for employers who are dependable, show up on time, and will put in extra effort when necessary to finish the job.
- Empathetic: Your employees should be able to recognize when coworkers or customers are having trouble, and be courteous and aware of their needs.
- Modest: Look for people who give credit where credit is due, and don’t try to claim all the recognition for the work of the team.
This set of tricks for evaluating employees before you actually hire them should give you an extremely high chance of finding that perfect employee.
About The Author
Dionisio Gomez / author
Dionisio Gomez is an accomplished Internet Marketer. He has been successfully selling and promoting products for more than 5 years. Dionisio has an amazing site set up where you can find more of his products on Hiring The Right People at: http://www.hiringthehelpyouneed.com
Do you know the biggest mistakes employers make in hiring? One of the biggest challenges we find is that sales professionals and business owners think they can find somebody who is both people-oriented and great on follow-through and detailed work.
The five common mistakes employers make in hiring are…
1. I need a body right now.
The manager hires out of desperation and it is common when the manager finds himself overwhelmed. Maybe somebody just quit or the manager received a number of leads and does not know how to get the transactions closed or tasks accomplished.
2. Hiring close family, friends or referrals without any evaluation.
We have known a client for a while who continues to hire her close friends and family members without evaluating whether they are the best fit for the position. She finds it difficult to motivate and get any worthwhile performance out of these employees. Teamwork is a struggle and she seems frustrated. She feels that there is a magic bullet which will solve her problems.
Unless she starts hiring the person who is most suitable for the position instead of using nepotism, she will always have this challenge.
Unfortunately I have been guilty of this as well and it cost me money, time and relationships.
3. No process to screen candidates.
Most sales professionals and managers are quick decision makers and do not have the necessary patience to do the due diligence before hiring people. It sounds simple, but it is hard for people who pride themselves on their quick thinking and decision-making ability to slow down and go through all the steps necessary to get well-qualified people.
Why is this attitude a major business risk? Just using your gut feel to make a hiring decision is not a smart idea. Again, most managers are not trained in this skill.
4. Hiring the candidate who is just like you.
This individual reminds you of yourself when you were younger. You have a good gut feeling about this person.
Many managers tend to hire a person with whom they feel comfortable. Of course, you like people who are like you or remind you of yourself. If the candidate is too much like you, then why are you hiring your clone? It is rarely a good idea to hire your clone.
5. You hate to do the work that you should be doing.
Let us say that you hate detailed paper work and you are poor in following through. You feel that all you need to do is to hire somebody who likes that work and is competent at it and your worries will go away.
Do not make that mistake. Before you hire such a person, learn the basics of that job for two reasons. One reason is that the person who walks in to do that job will definitely need you to give her orientation and training before she can be productive. Secondly, that person’s style of work will differ from your style by necessity. If you cannot appreciate her role and how she functions, you will be a poor manager.
About the Author
Minesh Baxi is the co-author of “Stop Hiring Losers”. Do you have the right employees in the right position? Listen to one hour live recording and get first two chapters of the book “Stop Hiring Losers” free at http://www.StopHiringLosers.com