From our 9+ years as Recruiting Consultants, we at Safari Solutions have learned that there are two undeniable truths in hiring:

People are unpredictable.

and

Candidates lie.

I just read an article describing “3-D Interviewing,” which basically is an interview technique in which you ask the candidate to actually demonstrate the skills that they have.  This is not too unlike having candidates complete an assessment in your office.  I was surprised by the first comment that said in part:

“Getting honesty is not always about putting people under pressure and honestly if I was interviewed in this way (giving the perception that you do not trust people you interview and potentially your own staff) then I doubt I would be interested in working in that sort of environment if offered a position.”

I have found that the true superstars are happy to demonstrate their skills.  While writing code on a whiteboard may not make a person feel comfortable, giving some kind of opportunity to show your skills will help you get the job if you really are a good fit.  And if you aren’t able to perform the test, then it is probably best for everyone that you do not get the job.

What do you think?  Would you get the impression that you were interviewing at a company with an environment of distrust if you were asked to “prove it” in an interview?

I’ve been reading Nadira Hira’s blog, The Gig, for a while because as a “Cusper” straddling the line between Gen X and Gen Y, I am fascinated in all the attention that generational differences get.  Also because Safari Solutions has been helping launch a new company, Slingshot, that specializes in helping Gen Y prepare for and land their dream jobs. 

Today she brings up a volatile topic among Gen Y and Cuspers like me, changing jobs frequently.  My husband and I are the only ones in our circle of friends who are still with the same company that we started with when we graduated college.  We are also more satisfied with our careers than most of our friends.  Not sure if we can say that one caused the other, but still an interesting coincidence.

As a recruiting specialist, I’m concerned about a candidate who has made so many poor major decisions in their life.  None of the positions that you found were a fit?  Are you not putting the time into your job search to truly discover what the opportunity is like? Or are you misrepresenting yourself and getting into situations that are not a fit? 

When you make a hiring decision how much do you consider job tenure?  What do you think about candidates who change jobs frequently?  Is it a sign that they are adventurous as Nadira points out?  Or do you prefer more traditional loyalty from your potential employees? 

After a long and tedious job search, you finally have your top candidate.  And you are itching to get that person in the door.  At this point, the final step in the hiring process would be to run a background check.  However, you are having doubts.  Is it really necessary?  The candidate seems trustworthy enough.  Furthermore, you consider the time and money you could save by forgoing the process.  What should you do?

According to a recent study by ADP Screening and Selection Services, 41% of employees have some discrepancy in information they report to their employers.  In addition, 5% of background checks revealed a criminal history within the last seven years.  For most positions, it is important to verify basic information including education, employment history, and criminal history.  While more specific titles may warrant a credit check, driving history, or license verification.

At Safari Solutions, we take employment screening seriously.  As part of our hiring practice, we run background checks on all hires.  This precautionary step is essential in protecting your company from costly negligent lawsuits.  The doctrine of “Negligent Hiring” states that your company may be liable for damages if the court decides that the employer "knew or should have known" negative facts of an employee's background.  Furthermore, knowledge of an applicant’s history can help protect your employees, customers, and business from fraud, theft, or harassment. 

Prior to running any background check, small businesses must check that they comply with the Fair Credit Reporting Act (FCRA).  Under the FCRA, applicants must sign a disclosure form giving authorization to perform a background check.  And while it may seem convenient for business owners to handle their own background checks, professional background search groups take the headache out of the process by providing fast, effective reports that are easy to understand.

A little thought of benefit to outsourcing your hiring is that candidates will tell third parties things they won’t tell you.  I tell candidates that they should think of me as a representative for the company, but for some reason that isn’t what they hear.  Outsourced hiring services not only save companies time and money, but can give you information about candidates that they work hard to hide. 

Often this results in stories about previous employers or coworkers that start off with, “Don’t tell anyone this, but…”  Sometimes the information we get from candidates is much more positive than what they shared with you.  “From the minute I walked in it seemed like the perfect fit!  I can see myself going to work there everyday and loving it!”

Either way, this extra information can be very valuable when you work to make your final hiring decision!

I know it isn't easy, but it is important!

Autonomy

When you hire someone, you are giving up a piece of your business.  If you aren’t ready for that then you aren’t ready to hire a top performing employee.  If they have to run everything by you then they will not be happy.  And isn’t the best situation for you either. 

 Who are they?  What to Look for In Employees of a Small Business

Task oriented –

“The entrepreneur is not really interested in doing the work; he is interested in creating the way the company operates. In that regard, the entrepreneur is an inventor. He or she loves to invent, but does not love to manufacture or sell or distribute what he or she invents.”
Michael Gerber
 

But the employee has to do the work.  They have to not only be able to see the big picture, they also have to be able to see the little picture, and the medium picture.  This, and the other differences between an entrepreneur and an employee of a small business, can be points of frustration for business owners.  Hiring people who have these characteristics is going to mean that you are not always going to see eye to eye with the people you hire, but it also means that your business is going to have a better chance of succeeding.  Seems like an easy decision doesn’t it?

From being an employee in a small business and hiring people to work in small businesses I have noticed that we have a few things in common that top performers in large companies might not necessary have, or might not be as important.  Over the next couple of days I am going to share a few of these traits.

Entrepreneurial attitude, sort of -   We enjoy creating something from nothing, like entrepreneurs do.  Venturing out into unknown territory is exciting for us, just like it is for small business owners.  But we are not exactly the same. 

“A real entrepreneur is somebody who has no safety net underneath them.”

But employees are more risk adverse.  Maybe it is only for that period of our lives because there is something going on or maybe it is a part of their personality, but if you find someone who has an entrepreneurial attitude, really instead of an entrepreneurial attitude sort of, they probably won’t take the time to stay and really contribute to your business.  It is all just too tempting to them.  Why don’t I just do this on my own?  Why am I building their business when I could be building my own?  Find out the answers to those questions before bringing someone on board.

Yourself

After you take an evaluation of your company, it is now time for you, the entrepreneur to think about whether you are really ready to bring someone else into your world.  And as I mentioned, this person is not you!  They will not think like you do, they will not work like you do, and there will be days when you do not like each other.  We’ll talk about some specifics later of things you need to keep in mind as you start to bring people into your world, because it is different than any kind of management you may have done in other jobs.  This is your company, so you will act differently.

Not enough money?  Not enough work?  Not enough stability?  Not enough resources for them to be productive?  These are things that you need to think about before you bring someone else on board.  So that is the first step.  Get your house in order.  You won’t keep anyone, good or bad, if the company isn’t ready for them.

Small business owners struggle every day with hiring good people.  As a hiring professional and owner of my HR consulting firm, I am often asked to help companies hire better.  But WHY do business owners struggle with attracting talent?  Why do they think it is so difficult?  It seems so easy to me . . . I am a hiring expert!  Yet, when I take off my hiring hat, and put on my business owner hat, the world changes.  Even I as a hiring expert, struggle when I hire for my own company.  Why?  I am too emotionally involved in my business to be non-emotional in hiring staff for my own firm.   I believe many small business owners, like I, struggle with objectivity when it comes to hiring.  As a business owner, have you every asked your spouse for business advice?  My guess your spouse might respond with a answer that is best for them which may not be best for the company.  Same with hiring.  A business owner might hire with "what is best for me" rather than "what is best for the company." 

Today I attended the "Indiana Entrepreneurship & Innovation Day" at the Indiana Convention Center.  I had the opportunity to share ideas with business owners, embrace entrepreneurship, and discuss hiring practices with several colleagues.  Upon reflection, I realize that I am in a unique position to share what I've learned over the years from consulting with over 200 business owners.  Hiring is difficult for small business owners. I think I know why and I intend to share some of these ideas in my blog over time.  Yet, I would love to hear your ideas.  Why do you think it is difficult for small business owners to hire?   

Conduct the meeting in a neutral area.

Use behavior-based language, rather than judgmental labels such as "good" and "bad."

Set clear and measurable goals for the next year.

Establish rewards for meeting goals and consequences if goals are not met.

Discuss annual raises in a follow up meeting.

Keywords: good hiring practices for a small business, hiring additional staff, hiring an accountant, hiring policies, hiring spouse small business, resources employers hiring, small business hiring, small business hiring tips

Do sales people apply for accounting positions or engineers for customer service roles? Probably not!

Jobs attract people not only with technical skills that match, but also with personalities that match. DISC is an assessment tool that can be used as a framework for understanding behavioral style. Follows are four (4) distinct behavior types:

Dominant Directors: People-oriented and task driven. Direct, impatient, assertive, and results-oriented. Company owners and sales “hunters” typically display these characteristics.

Social Influencers: Highly extroverted. Open, friendly, talkative, animated, yet mindless of details. Sales and public relations staff may fit this mold.

Steady Relaters: People-oriented, yet introverted when it comes to sharing their feelings or opinions. Calm, listens well, and likes to get along with everyone. Customer service reps, administrative assistants, and middle managers often demonstrate these characteristics.

Cautious Thinkers: Introverted and task driven. Reserved, quiet, detail-oriented, cautious and logical. Accountants, engineers and IT professionals typically fall into this category.

Know the behavioral style that is best suited for the position you need to fill. Use descriptive words in your job ads that attract candidates with the right style. Ask interview questions targeted to behavioral attributes that fit the position. Use assessment tools to confirm a top candidate’s natural behavioral style.

Starting a new job is an exciting time full of new challenges and opportunity, yet it may also be an anxious time.  Avoid going into your new workplace with feelings of fear, tension, and stress by taking advantage of the following tips and strategies to successfully start your new position!

How to Handle Being a New Hire

7 Tips For Starting a New Job Successfully

Starting a New Job

Keywords:job search tips, job search tips and advice, recent law grad job search tips, tips for job search

Reception: Make your candidates feel welcomed by being on time for the interview. Greet them in the lobby or have them escorted to your office.

Break the Ice: Ease into the interview with a discussion of general topics. Ask about their commute to your office, the weather, or current events.

Expectation: Describe the interview schedule by letting them know who they will interview with and how long it will take.

Show Interest: Make eye contact, listen actively, and ask relevant questions.

Small business owners are busy and it is often hard to set aside time to prepare for interview.  However, preparation ensures your interview time is productive. Creating a standardized list of questions for each position that addresses the essential success factors for that role will help you use your time wisely.

The following interview categories provide a solid basis of comparison among candidates so you can make the right hiring decision. 

Do they know how to do the job? Ask about specific experience and technical skills such as computer programs, industry best practices, management experience, etc.

Can they do the job? Ask about specific requirements for the position such as work schedules, personal transportation, or travel.

How will they do the job? Ask behavioral based questions about past work related experiences that are similar to situations they may encounter in the position.

For more information on structuring interviews, click here to download our free Safari Interview Guide.

When job boards first emerged as a key hiring tool for employers there were only a few industry giants. Now, the market has exploded with new players! With over 4,000 job boards, it is easy for small businesses to be confused on where to spend advertising dollars. Select the right recruiting tool for maximum results!

General Job Boards: Monster and CareerBuilder remain the largest and most cost effective options for mainstream positions like administration, accounting, sales, and general management.

Niche Sites: A great tool for identifying hard to find talent. Requires some trial and error as the volume of applicants may be low, yet the quality of candidate is generally high.

Aggregators: Job boards like Indeed & Simply Hired pull job postings from other sites. Your company’s career site postings can be listed on them for free!

Treat candidates with respect.  It costs nothing, yet has big returns.  Openly demonstrate that you value their time.  Provide relevant, timely information to candidates about the hiring process and their status.  Even if they are not hired, they will maintain a positive impression of your company which they may share with others.

Be honest.  Accurately describe the opportunity and company.  If a candidate is misled, they will likely be disgruntled if hired.
Be responsive.   Identify a contact person who candidates can call for answers to their questions.  This person needs to be friendly and well informed.
Be informative.  Communicate with candidates frequently about next hiring steps and their status in the process. If a change or delay is required, call them promptly.