You only recruit when you have an immediate need so you don’t
have any viable candidates on the bench. Now you’re in
“desperation hiring mode” – pressured to hire the first person with
a pulse who shows up.
Your employee recruitment ads attract people who are looking
for a job - any job - rather than those who are really your best
prospects: All the hardworking folks who are gainfully employed,
but who would be open to a new
opportunity.
You haven’t spelled out the particular Capacities (mental and physical), Attitudes, Personality traits, and Skills (CAPS) needed
for a person to be successful on the job. (You can’t hit the target
when you don’t know what it looks like.)
You don’t use testing to ensure applicants have the
CAPS you’re looking for.
You don’t bother to ask your current employees, vendors,
networks, family, and friends if they could recommend someone. (The
best source of new recruits are referrals from folks you already
know.)
You don’t call promising applicants to make sure they meet your
bottom line requirements. (Reliable transportation, the ability to
work the shifts needed for what you offer, etc.) This is a great
way to waste your time in interviews with unsuitable
candidates.
During interviews, you rely on first impressions. If you “like”
an applicant, you automatically look for reasons to hire them and,
if you don’t like the person, you look for reasons to reject them.
This way you get to be right (but you also often fail to hire the
people who would be best for the job.)
You spend the first five minutes of the interview telling
applicants all about the company, the job, and what you’re looking
for. Then they spin all of their answers to your questions to fit
what it is you said you want.
You don’t plan for the interview. You just wing it and the
inevitable result is that you hire the person with the best
presentation skills rather than the one who is the best fit for the
job.
You don’t do reference, background, or credit checks nor do you
require drug testing.
There it is then, a foolproof formula for frustration and
failure. When the new hire quits or you fire the person, you can do
it this way all over again OR you can reverse engineer this course
of action and start getting the results you want instead.
To learn about franchise opportunities, visit
BeTheBoss.com. At Be The Boss, you can find and connect with the
franchise you’re looking for by using a simple and user-friendly
search interface.