CEO's and upper management often delegate the time consuming business of hiring to a junior, with little guidance or plan in mind except just to hire a person competent to do a job, they hope. Management doesn't have time. They fail to realize that quality employees = quality production.
Most innately know the vital importance of the task, and usually have no clue that there is a specific technology in hiring that will spot the good ones and the bad ones. It is a daunting task, and a dangerous one.
When a business starts, the entrepreneur hires the first employee--himself. The goals, purposes, plans and polices and ideal scenes must be clear to start. Then, to expand, he/she hires someone to take on duties that must be delegated to put attention on creating the business. From there the success of the business depends on these employees not just doing their job, but being loyal and having the company's success as a primary consideration. This factor depends on more than leadership and orders. It depends on the quality of the employee. One who will do a stellar job and not sue you.
Suppose the employee is lazy, or even criminal. How can you tell at the time of the hire?
Have you ever heard of Negligent Hiring and Retention? Did you know that the average jury verdict is $1.6 million dollars? Did you know that the lawbooks are filled with huge judgments against small business for sex, age, pay, and disability discrimination, as well as sex harassment cases? Later blogs will lay these problems out clearly.
This is where No Fail Hiring comes in. Buy the book, take a workshop, remove the guesswork and become a master hirer.
L D Sledge, JD
L D Sledge, JD
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