How can a business owner ensure they're hiring the right people?
We have a small cleaning company that we started in 2005. Our biggest challenge is with employees. We read many leadership books, have weekly meetings with our leaders, monthly staff meetings to remind them of our policies on phone usage and other topics. We do have some really great people though. But it seems like every time we get a new job someone quits or becomes a poor performer. We use a system to clean every job and we also provide our team members with both tools and a description of the building they are cleaning. Does anyone know what else we can do? We would love to expand. Oh and I also sold my carpet cleaning equipment because nobody wanted the responsibility. HELP!!!
Wow! Unfortunately, this is becoming a way to common for small businesses. Unfortunately, there is no silver bullet way to hire employees that are going to stick with you over the long haul.
I would make several suggestions. First, take your time in hiring and have multiple interviews with a potential employee. Even go far as to meet the other half and the kids to see what their life is outside the work environment. That will often tell you if the employee is going to work out. I would also find the average wage for the position and raise it up a bit higher. As of now, this is a worker's market where anyone willing to work is getting hit by your competition with sweet offers to come work for them. Last, don't be afraid to look them up on social media. It will often tell you where the potential's employee head is at. It will also warn you of impending issues you might run into if you decide to hire them.
Owner of Air Duct Cleaning Cincinnati
It's been said many times that every problem in business is a people problem.
You need an expert who is competent and skilled in the entire process. Sadly, everyone claims to be an expert; I can tell you how many HR firms, internal staff, outside firms, recruiters and placement firms I've used over the years. I can tell you that my education was costly and it took me a long time to figure out what nearly everyone does wrong.
Still need help? Reach out to me directly.
People are very dynamic and aren't easy to figure out - especially not by looking at a resume.
It's certainly no surprise that people have so many jobs throughout their careers today. Hiring isn't as simple as looking at a resume and having a traditional interview and then basing your decision on "a gut" feeling or a "strong handshake" or a "GPA" or even "industry experience".
Hiring is about objectively creating a crystal clear description of the job and what's required of the job. Once that's done, we look for people who have identical behavioral characteristics of the job requirements. These are the only people we want to interview - and surprise! Were not interviewing on job-related tasks - the right people can be easily trained to do exceptional work.
You should hire them on a contractual basis or freelance model then after 3 months of a working relationship you will hire them as a permanent employee after examining their working capabilities. You would name this period as a probationary period.
I think it could work in your case.
Hire for the work that needs to be done - do not hire to fill a ‘job’ - discern how the work can best be done. What can be automated? What can a person do and how can the work be engaging? Use personality assessments to help hire the right mix of people that will fit culture.
Just an idea -- maybe get your management team and employees involved in the hiring process. Instead of just meeting with a candidate and making a decision, have them go through an interview process with a current employee, manager and then you. This can empower your employees and managers to feel like they're contributing to the overall health of the business. It also provides them with an opportunity to have a say in the future of the business. After all, they are the ones who will have to be working with this new candidate each day. If there's disagreement between you, a manager and an employee, don't hire the candidate. As you know a business is as successful as its people, and it's important to treat your employees with even more value than your customers.
Another option is to run trials. For a small cleaning company, it could be easy to offer two to three opportunities for candidates to "audition" on live jobs. This would give your managers and other employees an opportunity to see how a candidate works and further involve them in the hiring process.
I'm not sure if doing this will radically change your business's hiring success, but thinking about how to get all your employees involved in the future of your business could be a good start. It could instill team pride and empower them to build your business with you. These hiring philosophies all come from Danny Meyer, a famed New York restaurateur and founder of Shake Shack. If you want to learn more about how he maintains a level of excellence across all of his restaurants, it's worth a quick Google search.