In today?s tight labor market, finding good people to hire is no easy task. In addition to possessing the skills to do the job you are trying to fill, a potential employee must also fit in with the rest of your organization. Here are some ways to find good employees.



Instructions



STEP 1: Ask friends, family and current employees for recommendations. Your chances of a good hire increase when it?s someone who?s been highly recommended by a person you trust.



STEP 2: Go to outside sources for applicants. Other ways of finding good job candidates include placing an ad in the newspaper, posting an opening on an online job board or hiring an employment or executive search firm.



STEP 3: Draw up a job application form and have all prospective hires fill it out. Any gaps in employment will be easily detected on an application form that asks for a complete work history.



STEP 4: Conduct an interview. Ask candidates about their skills and how they pertain to the job you?re trying to fill.



STEP 5: Determine whether the candidate?s skill level matches that required to do the job. Someone who is overqualified will likely become bored and look for new challenges. Someone who is underqualified will be unable to do the job.



STEP 6: Check references. Call former and current employers. Because of an onslaught of lawsuits brought on by ex-employees, many employers will not give any information about current or former workers other than dates employed.



Tips & Warnings



* Set up a program that rewards employees for referring job candidates. Some companies offer cash bonuses to employees if their referral is hired.



* During the job interview, try to find out more about the applicant?s personality. Ask questions that will reveal how the job seeker might react in certain situations. You want someone who not only has the skills, but who will also get along with other employees.



* Watch for nonverbal cues to give you insight about an applicant. Shortened, shallow breathing might indicate frustration or anxiety. Crossing of the arms might signify defensiveness, disapproval or anger.



* Trust your instincts. If you feel good about the person, you?ll probably feel more confident about making the hire.



* Placing an ad in the newspaper or online may result in your being inundated with resumes. If you want a more targeted search, particularly for higher-level positions, you may want to ask an executive search firm to help find good candidates.



* Ask only legal questions. As an employer, you are not allowed to ask questions about a person?s age, race, creed, sexual orientation or marital status.



* Never hire on the spot. Take time to contemplate all the candidates you have interviewed.



Once you have hired the "right" employees, the key is then to retain them. Retention can seem very difficult for small to medium sized businesses who cannot afford to offer the same monetary benefits as larger companies. But, all is not lost. There are many things you can do to create an environment where employees will want to come to work each day, without spending a lot of money. Remember, employee turnover can be costly so your need to work hard to retain your good employees to avoid that constant "revolving door".



We will discuss some inexpensive retention tips in next month?s article but for now, here are three keys to inexpensive retention:



1. Opportunities for growth & development;



2. Supportive executive and management behavior that allows employees to take ownership of their jobs, success and careers; and



3. Team environment in which everyone coming to work is supported in being their best.





Remember, your employees are your greatest asset - be sure to protect your assets

For more employee information or consultation on employee issues, contact the author, Madeline Baum.