Top 6 Hiring Tips
Saturday, December 02, 2006
Service companies in the construction industry are constantly changing, expanding, and evolving. Bringing in new workers to handle those adjustments is a key component to any successful business. Here are some tips on how to make sure you avoid mistakes when you're hiring new full-time, part-time or contract employees:
1. Screen your Applicants - Make sure you investigate potential employees by doing background checks to look for past problems. Check for accuracy on their resumes or applications. Look for any criminal records. You might even consider drug testing and, if they're going to be handling money, credit checks. Spending a little time and money at the beginning could save you a lot of time and money down the road.
2. Interview your Applicants - Even if the potential employee is a strong referral, you want to make sure you ask questions and evaluate the person. You need to know how well that person communicates, how they handle situations, and if they can do what they say they can do on their resume. Interviewing is more than just asking where they see themselves in 5 years. Make sure you ask questions that put them in difficult situations to find out how they would react. Look for answers that offer multiple alternatives or options to see how creative they can be. Ask questions that give you an idea of how well their personality will match with yours.
3. Hire the Right Person - Sounds simple, but it's not. You may have two top candidates for a position. One has superior qualifications but you know your two styles will clash. You may need to go with the less qualified person, knowing that you'll be able to work together and bring that person up to speed. There will be a greater chance that this employee will stay become part of your team. The more qualified applicant could end up being a cancer to your other employees, your clients, and you.
4. Be Prepared - Know everything you can about the job you're hiring this person for. He or she is going to ask a lot of questions and you'll need to know the short and long range plan for the position, the salary range, potential for growth within the company, and skill requirements for the job. You should know what is needed from the position more than the potential employee. If you are not prepared, you may find out too late that you don't have the right person for the job.
5. Be Realistic - Don't promise the world to a potential employee if you cannot deliver it. And do not expect a potential employee to be able to deliver the world to you. No applicant is perfect. It's not a good idea to set up or expect unrealistic performances - you will both be disappointed and the relationship will not last.
6. Get it in Writing - Whatever promises you make to each other, put down all the details in a written contract or offer. It can avoid problems that might come up later. By listing how long the employee or subcontractor will be engaged, how much will be paid, what benefits are included, and what the job requirements are, you can prevent arguments and even lawsuits. Be as detailed as possible with any offer or contract you make and you'll be starting out your new relationship on the right foot.
1. Screen your Applicants - Make sure you investigate potential employees by doing background checks to look for past problems. Check for accuracy on their resumes or applications. Look for any criminal records. You might even consider drug testing and, if they're going to be handling money, credit checks. Spending a little time and money at the beginning could save you a lot of time and money down the road.
2. Interview your Applicants - Even if the potential employee is a strong referral, you want to make sure you ask questions and evaluate the person. You need to know how well that person communicates, how they handle situations, and if they can do what they say they can do on their resume. Interviewing is more than just asking where they see themselves in 5 years. Make sure you ask questions that put them in difficult situations to find out how they would react. Look for answers that offer multiple alternatives or options to see how creative they can be. Ask questions that give you an idea of how well their personality will match with yours.3. Hire the Right Person - Sounds simple, but it's not. You may have two top candidates for a position. One has superior qualifications but you know your two styles will clash. You may need to go with the less qualified person, knowing that you'll be able to work together and bring that person up to speed. There will be a greater chance that this employee will stay become part of your team. The more qualified applicant could end up being a cancer to your other employees, your clients, and you.
4. Be Prepared - Know everything you can about the job you're hiring this person for. He or she is going to ask a lot of questions and you'll need to know the short and long range plan for the position, the salary range, potential for growth within the company, and skill requirements for the job. You should know what is needed from the position more than the potential employee. If you are not prepared, you may find out too late that you don't have the right person for the job.
5. Be Realistic - Don't promise the world to a potential employee if you cannot deliver it. And do not expect a potential employee to be able to deliver the world to you. No applicant is perfect. It's not a good idea to set up or expect unrealistic performances - you will both be disappointed and the relationship will not last.
6. Get it in Writing - Whatever promises you make to each other, put down all the details in a written contract or offer. It can avoid problems that might come up later. By listing how long the employee or subcontractor will be engaged, how much will be paid, what benefits are included, and what the job requirements are, you can prevent arguments and even lawsuits. Be as detailed as possible with any offer or contract you make and you'll be starting out your new relationship on the right foot.Labels: Construction Hiring, construction jobs
