Humetrics » Blog

Looks like things are picking up…

Mel Kleiman — Fri, 03 Feb 2012 07:03:12 +0000

Wow! I just received notification from LinkedIn that 137 of the 611 people I am connected to on the site have changed jobs recently. That’s 22% of my direct connections! And because I only accept connections from people I know or who are referred by someone I know, that means to me that all of them are winners. Well, they must be or they wouldn’t have been promoted or able to find a new job “in this market” – which seems to be rapidly changing.

So what will you do differently in 2012 to keep your best employees? If you don’t do something, you aren’t going to keep them. Some suggestions:

Give them challenging assignments
Give them plenty of positive recognition
Give them a chance to grow and learn new stuff
Give them a family-friendly environment

(Do your hiring forms really help you screen in the best and screen out the rest? To preview the efficient and effective employment application, structured interview, and interview rating forms Humetrics has perfected over the past 20 years, click here.)

7 steps to easier and more effective hiring…

Mel Kleiman — Wed, 01 Feb 2012 06:57:22 +0000

Create a clear picture of what you need. (This is not a job description; it’s a detailed description of the mental and physical capacities, attitudes, personality traits, and skills the ideal jobholder would possess.)
Develop better interview questions. (Behavioral interviewing doesn’t work anymore; job applicants have studied, researched, and rehearsed. They know exactly how to say what you most want to hear.)
Only let your best interviewers interview. (Your best interviewers would be those with the best hiring track records.)
Make sure you use pre-employment testing to screen in the best and screen out the rest. (And look at every step in the hiring process as another test too.)
Remember, there are only two sources of information about an applicant: (1) The applicant and (2) anyone who knows anything about the applicant. Use both to full advantage.
Use tools not time.
Invite an observer to the interview and get their feedback before you share your observations.

(To read an excerpt from Mel’s “classic,” Hire Tough, Manage Easy, click here.)

Notable Quote

Mel Kleiman — Mon, 30 Jan 2012 22:41:09 +0000

“I played football in college. I wasn’t very big and I wasn’t very good. I got hurt a lot. I broke my arm once, my neck once, and my nose six times. When I tell people about it they always ask, ‘Why did you keep doing it?’ For a long time I had no answer. Then it hit me. If there hadn’t been any fans in the stands—my family and friends—cheering me on, I wouldn’t have kept on playing and trying so hard. But there were, so I did.” – Tom Malone, former president, Milliken & Co.

Is there someone you can cheer on? A significant other? A co-worker? An employee? It does work wonders.

When You Rehire a Former Employee…

Mel Kleiman — Fri, 27 Jan 2012 07:29:26 +0000

Don’t assume the only position or department the person is suited to is the position or department they left. You probably think of them as a good employee because they were productive and had a good attitude. Re-interview them to find out what they’ve learned since they left you. Ask them what they’re interested in learning or doing. Skills can be taught, but a good attitude is hard to find.

(For everything you need to know about recruiting, selecting, on-boarding and retaining the best hourly employees, visit: The Humetrics Bookstore.)

The First Line of Defense…

Mel Kleiman — Wed, 25 Jan 2012 07:25:30 +0000

…is a good offense and a good offense against negligent hiring lawsuits your careful investigation of each employee’s background.

For a thorough check:

Contact all prior employers. (Even if you think all you’ll get is dates of employment and salary, make the calls anyway. If you get a “no comment,” record it in the file. If necessary, it can be produced in court to show you did try to get the information.)
Obtain personal and professional references and contact them all. If concerned about a particular trait or circumstance, ask specifically about it when checking references.
Conduct drug, driving and credit checks.
When in doubt, consider other applicants instead.

(To read an excerpt from Mel Kleiman’s 100 + 1 Top Tools, Tips & Techniques to Recruit Top Talent, click here.)

Outside-the-Box Recruiting

Mel Kleiman — Mon, 23 Jan 2012 07:14:55 +0000

Look for people who would never think to apply for the job you offer. These are the ones who could easily do the job if you are willing to train them. Kitchen help would never see themselves and carpenter’s helpers, but we had over 400 people apply when we ran an ad under Kitchen Help that read: “Are you tired of dirty dishes? Would you like to learn a trade?”

(Could you use a good chuckle? Take a look at part of Mel’s fun, pre-presentation slide show.)

Physical Testing Pays Big Returns

Mel Kleiman — Fri, 20 Jan 2012 22:12:03 +0000

Before you hire people for physically demanding jobs (warehousing work, etc.), devise some way to test for the needed physical abilities. If they need to lift 35 pound boxes, show them the proper technique and ask them to demonstrate their ability while you closely supervise (to prevent injury). Just remember to abide by the ADA regulations that prohibit medical testing before an offer of employment. (Do not ask them lift boxes and then take their pulse.)

Firms that use simple physical skills tests find a 26% reduction in injuries, a 55% drop in worker’s compensation costs, and a 15% jump in employee retention.

(For a complimentary copy of our special report, Why the Wrong People Get Hired, visit The Humetrics’ Free Knowledge Center.)

Why Plan Interviews?

Mel Kleiman — Wed, 18 Jan 2012 07:28:47 +0000

The most compelling reason to plan your interviews is to save time. Just 15 minutes of planning can save you an hour or more of interview and evaluation time. So, before your next interview, try the following strategy:

As you review the applicant’s paperwork, jot down your concerns about the job’s requirements and the person’s ability to meet them. Then develop the questions you’ll ask in order to get the information you need.

For each concern, write an open-ended question (one that cannot be answered by a simple “yes” or “no”) which would elicit the needed information.

Examples:

Is the applicant going to get along well with others in the office? Q. Tell me about a time you had to work as part of a team.
Does this applicant require a great deal of supervision? Q. Tell me about your relationship with your last supervisor.
Can this person work in a rushed and hectic environment? Q. Describe a really busy time at your last job and tell me how you handled it.
Will this person be a complainer? Q. Tell me about a rule or procedure at your last job that you didn’t like. What did you do about it?

(For a complimentary copy of our Employee Commitment Card, go to www.KleimanHR.com and click on the “Members Only” tab. (If you’re not a member, it only takes a minute to join.)

Employee Referral Programs

Mel Kleiman — Mon, 16 Jan 2012 07:25:25 +0000

Ask everyone who gives you a potential employee referral one question: “Is this a referral or a recommendation?” Their answer will tell you if this person actually knows the person referred and is willing to put their own name and reputation on the line.

(For a complimentary copy of How to Hire Tough to Manage Easy in Today’s Turbulent Times, visit The Humetrics’ Free Knowledge Center and click on the “Special Reports” link.)

How to Save Money on Employee Recruiting

Mel Kleiman — Fri, 13 Jan 2012 07:01:18 +0000

Whenever you need to replace someone or add to staff, ask yourself:

Why are we even doing this job?
Can we do this job differently?
Can we outsource it or eliminate all together?
Can we divide the job up among several of the people already on staff?
Can we use technology to do the job?

(For a complimentary copy of How to Hire Tough to Manage Easy in Today’s Turbulent Times, visit The Humetrics’ Free Knowledge Center and click on the “Special Reports” link.)