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Tip #4
Creating the Job Description is an Important Process
The process of developing a job description can be very useful by assembling a team to properly define the position and how it relates to the organization. It describes the duties, responsibilities, required qualifications, and reporting relationships of a particular job. Employee job descriptions clearly identify and spell out the responsibilities of a specific job. They also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions. Taking the time and effort to creat the job description can pay large dividends in finding the right person for the job.
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Tip #5
Submit a Well Thought-out Job Order
Be very specific in your description of the duties and responsibilities of the position so your staffing company can find the candidates that fit the job. Finding the right candidate starts with a full understanding of that position. Also be sure to lay out your benefits so they can pass on what the candidates will be receiving.
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Tip #6
High Employee Turnover may be Management Related
The most overwhelming issue relating to high turnover is the quality of a manager's people skills. If you have a supervisor who is not skilled at managing employees, you cannot ignore dealing with this problem. There are so many issues that could be solved by employing trained managers with good people skills. Consider budgeting time and money for management training. It will pay large dividends by reducing the costs and wasted time of high employee turnover.
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Tip #7
Don’t Fail to Plan for Employee Interviews
Plan for success in employee selection by holding a meeting in advance of interviews. What information is critical? Who is responsible for what types of questions? Who will be assessing the various aspects of an applicant’s credentials? Who is examining culture fit? Taking the time to plan can go a long way in determining if the candidate is the right fit for the job.
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Tip #8
Prepare the Candidates for the Interview
It’s a good idea to prepare your applicants for the interview, so interviewers spend their time on the important issues such as determining the candidate's skills and fit within your culture. Prepare the candidate by describing the company, the details of the position, the background and titles of the interviewers, and whatever will eliminate time wasting while the candidate interviews within your company.
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Tip #9
Hiring Shouldn't Be An Emotional Decision!
Don’t make the mistake of hiring a candidate on the spot because he or she just “feels right!” It oftentimes can be too easy to make an emotional decision. But you need to have a hiring system in place that allows you to consider ALL the important information. Remember, hiring decisions are some of the most consequential decisions that managers have to make.
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Tip #10
Resolving Conflicts with a Supervisor
Employees should be encouraged to talk to their supervisor early on if they feel a problem is brewing before it grows to crisis proportions. Common employee mistakes include inappropriately going over the supervisor’s head, complaining to fellow employees or avoiding the supervisor. These actions will not solve the problem!
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Tip #11
Pay attention to body language in an interview.
Research has shown that body language can be very meaningful in an interview. Nonverbal cues such as facial expressions, eye contact, body posture and hand gestures can be more meaningful than the spoken word. If you are not familiar with understanding body language, click here or search the web for "body language" for a number of helpful sites.
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Tip #12
A new employee is a new relationship – don’t take shortcuts!
OK, so you aren't getting married, but if it doesn't work out, you could be headed for a painful divorce. It's critical you do everything you can to make sure you hire a "right fit" employee for your company. You can't take short cuts -- you need to follow all the important steps. Click here to see some excellent guidelines to follow.
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Tip #13
Hiring an "overqualified"candidate may be a good idea!
In today's economy an overqualified candidate may be just what you are looking for. There are many who would be not only grateful for the job but can bring their experience and talent to the position. It might not always work out for the long term, but oftentimes both employer and employee feel they have a pretty good match for the present. Read this great article on the subject.
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