How do I identify good people and get them OnBoard?

written on October 13, 2011 by Steve Krisfalusy

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That seems to be a common question we are being asked today: How do I find identify good people and keep them happy?

Assuming we are referring to good as relating to work ethics, you are not alone especially when it comes to people we are willing to train.  As a 20+ year headhunter veteran my job was to locate and recruit the top percentage of people for my clients. I had to weed through a lot of chaff to find the wheat.  The actual methods to locate those individuals are too extensive to discuss at this time. What I can do is give you some tips in regards to qualifying people before you hire them and what you can do once you do.

Change your interviewing focus!

Most people interview how they were interviewed and focus on the technical skills. My recommendation is prequalify by the technical skills but focus the interview more around their behavioral past. Leopards don’t change their spots!  More often than not a person who wants to learn & work hard should have some track record denoting that even if it is in an unrelated area.

Use Scenarios when you interview!

Add questions like: What would do you do if___? Or How would you handle X situation and sit back & listen. This will give you a better idea of how they would react in a given situation.

How do I shorten the learning curve?

There are many techniques today that are proven successful and getting someone up to speed quicker does impact time & the bottom line. Here are a couple of suggestions:

    1. Focus on making the person more comfortable quicker versus the focus being on strictly the technical aspects of the job.
    2. Getting others comfortable with a new person has benefits and a “Get to know each other” lunch will help a lot!

Statistics show that when someone gets comfortable sooner when they land a new position they become more productive quicker. That not only reduces training time but automatically increases their productivity quicker.