written on November 17, 2010 by Joe Mayer
Related Items
- Expanding Ban the Box Legislation Impacts Small Business
-
written on March 01, 2012
by Ted L Moss
- Pre Employment vs. Post Employment Investigations
-
written on October 27, 2011
by Ted L Moss
- How do I identify good people and get them OnBoard?
-
written on October 13, 2011
by Steve Krisfalusy
- Onboarding and a Whole Lot More
-
written on September 20, 2011
by Steve Krisfalusy
- Avoid Hiring Mistakes. Hire Right. It’s as Easy as Riding a B.i.k.e
-
written on June 23, 2011
by Shelley Solomon Cull
- Vetting your C-Level Management Part 2: Federal Criminal Records and Credit Reports
-
written on April 15, 2011
by Ted L Moss
- Designing Your Management Team - Vetting your C-Level Management Foundation
-
written on January 21, 2011
by Ted L Moss
- How a Little Creativity Can Bring Big Rewards in Recruiting
-
written on November 19, 2010
by Kenyon Mau
- Hiring Your First Employee
-
written on November 12, 2010
by Steve Krisfalusy
- The Use of Public and Private Records for Pre-Employment Screening
-
written on November 03, 2010
by Ted L Moss
- Five Tips to Avoid Resume Fraud
-
written on September 07, 2010
by Ted L Moss
- Social Networks as a Pre-Employment Screening Tool
-
written on July 09, 2010
by Ted L Moss
- What American Idol Can Teach Us About Hiring Talent
-
written on July 01, 2010
by Kenyon Mau
- Hiring the Right Person is the First Step in the Talent Management Process
-
written on August 12, 2009
by Ted L Moss
- Multiple Indepth References are Critical to the Hiring Process
-
written on July 22, 2009
by Laurie Mitchell
- Should You Consider Using Outplacment Services
-
written on May 07, 2009
by Ginni Garner
- Leading Brand or Metoo Product
-
written on April 30, 2009
by Ginni Garner
- Fingerprint Based Criminal Record Searches
-
written on April 16, 2009
by Ted L Moss
- Top Ten Trends in the Screening Industry
-
written on April 14, 2009
by Ginni Garner
- Sourcing in 2009 Great Resources for Finding Talent Online
-
written on April 01, 2009
by Ginni Garner
- Free Public Records So You Want To Do Your Own Background Checks
-
written on March 17, 2009
by Ted L Moss
- Actions Managers Can Do During This Recession to Retain Employees for Later
-
written on March 11, 2009
by Kenyon Mau
- Whats Leadership Got to Do With Retention
-
written on February 20, 2009
by Kenyon Mau
- Are You Closing the Deal
-
written on February 18, 2009
by Ginni Garner
- Recruiting Good People
-
written on January 26, 2009
by Steve Krisfalusy
- Is It As Bad As They Say
-
written on January 21, 2009
by Kenyon Mau
- 15 Onboarding Errors Companies Make Part 2 of 2 Part Series
-
written on December 18, 2008
by Kenyon Mau
- 15 Onboarding Errors Companies Make Part 1 of a 2Part Series
-
written on December 02, 2008
by Kenyon Mau
- My Lips are Sealed Employment Job Reference Checks and Shield Laws
-
written on November 18, 2008
by Ted L Moss
- Integrity How Can I Interview for It
-
written on October 28, 2008
by Kenyon Mau
- Drug Testing for Small Businesses
-
written on September 29, 2008
by Ted L Moss
- Can the Talk of Politics Survive in an Office During an Election Year
-
written on September 18, 2008
by Kenyon Mau
- How a Phone Can Increase Your Recruiting Effectiveness
-
written on September 09, 2008
by Kenyon Mau
- Employee Retention in Practice
-
written on August 18, 2008
by Kenyon Mau
- Credit Screening for preemployment purposes
-
written on July 31, 2008
by Ted L Moss
- The Importance of Onboarding New Employees
-
written on July 28, 2008
by Kenyon Mau
- Lous Law How a Little Creativity Can Bring Big Rewards in Recruiting
-
written on June 24, 2008
by Kenyon Mau
- Before Posting an Open Job
-
written on June 03, 2008
by Kenyon Mau
- Why Review an Applicants Driving Record
-
written on May 19, 2008
by Ted L Moss
- A Criminal Records Primer for the Employer
-
written on April 17, 2008
by Ted L Moss
- Finding a Reputable Preemployment Screening Provider
-
written on April 17, 2008
by Ted L Moss
- Outsourcing Cost Savings or Risky Business
-
written on April 02, 2008
by Ted L Moss
- Negligent Hiring What Every Employer Needs to Know
-
written on March 27, 2008
by Ted L Moss
View All
More By This Expert
-
Leading a Sales Force of One
-
written on February 17, 2011 by Joe Mayer
-
Increasing Your Odds for Success
-
written on January 31, 2011 by Joe Mayer
-
Connecting Effectively
-
written on November 03, 2010 by Joe Mayer
-
Boost Productivity Select the Right Communication Tool
-
written on October 05, 2010 by Joe Mayer
-
Are Your Teams Performing
-
written on September 21, 2010 by Joe Mayer
-
Customer Service and JetBlue
-
written on September 07, 2010 by Joe Mayer
-
Does Your Calendar Show Your Values?
-
written on November 10, 2009 by Joe Mayer
-
Does Your or Your Employees Attitude Affect Your Bottom Line?
-
written on October 19, 2009 by Joe Mayer
-
Exceptional Customer Service
-
written on August 24, 2009 by Joe Mayer
-
A New Way of Listening
-
written on August 19, 2009 by Joe Mayer
-
Relationships; Reverse Negative Assumptions for Success?
-
written on May 28, 2009 by Joe Mayer
-
Are You Avoiding These Three Business Mistakes?
-
written on May 19, 2009 by Joe Mayer
-
Creating a Vision for your Business
-
written on May 04, 2009 by Joe Mayer
-
Creating Your Personal Vision
-
written on April 29, 2009 by Joe Mayer
-
Why are Strategies and Tactics Not Enough to Grow My Business?
-
written on March 23, 2009 by Joe Mayer
-
Keeping the Focus
-
written on February 03, 2009 by Joe Mayer
-
What Are You Selling?
-
written on February 02, 2009 by Joe Mayer
-
Is an Executive Coach the Same as a Mentor?
-
written on January 12, 2009 by Joe Mayer
-
Self-Image
-
written on December 02, 2008 by Joe Mayer
-
Effective Delegation; Letting Go
-
written on November 14, 2008 by Joe Mayer
-
Adapting to the current turmoil
-
written on October 21, 2008 by Joe Mayer
-
Fear
-
written on October 16, 2008 by Joe Mayer
-
Conflict
-
written on September 19, 2008 by Joe Mayer
-
Business Growth and Leadership
-
written on September 04, 2008 by Joe Mayer
-
Positive Mindset
-
written on August 20, 2008 by Joe Mayer
View All
Hiring your first employee or hiring an additional employee to help the growing company is never an easy task. Many end up hiring a person who was recommended by a friend or family member independent of their skills and their “fit” for the job. We hear a lot that “he/she” was available and I was sure to find work for him/her. Reading between the lines you realize that most of those hires don’t work out. We strongly believe in stepping back and look strategically what the company really needs before making a decision.
In the first step we start with an organizational chart. Yes, everything is done by the same person; however the tasks needing to be performed can be separated into distinct functions. For most companies these are:
• Sales
• Customer Service
• Purchasing
• Receiving/shipping
• Finance
• Production
• Human Resources
Start with drawing an organizational chart. Then go over each box and fill in the tasks which need to be done in this functional area. Spent some time here and make sure that you cover all key tasks and add weekly/daily time estimates. Next, add up the hours needed to fill this function and add an hourly rate based on the tasks needed. For example “shipping” might have an $7 per hour pay rate while you’re selling efforts need to be performed by a skilled person familiar with your industry and my pay $35 or more per hour.
Then decide which of the functions you want to fill with a new employee. Now you know exactly the tasks this new person has to perform, how many hours it will take to perform them and what hourly rate you can pay. Based on this information you can compile a list of skills necessary to perform the job, the monetary reward the tasks are worth and you can start a targeted search. While searching, make sure that you stick to your guns, looking for a person who will fit the job, not finding a job for a person you come across or who is pushed on you.
To get ready, spend another couple of hours describing -in as much detail as possible- how the specific tasks need to be performed and what will make the new person successful. The more time you spend setting up those procedures the faster the learning curve and the more mistakes can be avoided.
You have received resumes and selected one or two persons meeting your criteria. Before committing to hire a person I would urge you to consider having him/her perform an on-line personality test. Personality tests like DiSC or Myer Briggs profiles will help you better understand the person you are hiring. A personality profile does not tell you to hire a person; however it will help you to understand the potential hire’s preferences better. Is he/she outgoing and will easily connect with your customers, is he/she more reserved and prefers to cross all the t’s and dot all the i’s before acting and, even more important will her personality style enhance the decision making in your business. If all people working for you are just like you, than you are missing a big opportunity. By adding diversity to the mix, new ideas can be developed and 1 + 1 can become much more than 2 and can propel your business.
Overwhelmed? Just give us a call and we will help you set up your organizational chart and help you pinpoint exactly what you are looking for and what kind of personality traits will complement your skills and enhance the diversity your business needs to grow further.
© 2010 Copyrighted by Dr. Joe Mayer, Managing Partner of the Mayer Business Group, who helps small to medium size business grow their employees and their bottom line by focusing on leadership, vision and strategy. Joe can be reached at JMayer@MayerBusinessGroup.com;
www.mayerbusinessgroup.com