Recruiting and Staffing

Hiring Wisdom: 2 Resolutions That Will Improve Your Hiring Next Year

Illustration by istockphoto.com

If you can implement these two, simple hiring resolutions for 2013, at the end of the year, you’ll find the quality of your new hires is significantly higher and employee turnover is significantly lower than it was at the end of 2012:

1. In 2013, we will not hire people who are looking for work; we will only hire people who are looking to work for and with us and who we want to work with.

In other words, don’t hire anyone who just wants a job — any job. Instead, look for those who really want to work for you and your organization. While many applicants may tell you how great they’ve heard your company is, here’s how to separate the wheat from the chaff:

When you find an applicant you’d like to hire, offer the person the job with the caveat that they cannot start until two or three weeks later. Those who really want to be part of your team will figure out a way to make it work and are the ones you want to hire. This works even if you need someone yesterday because, if they commit to the wait, you can call them the next day and arrange to have them start earlier.

2. Always be looking for your next employee. Make sure you schedule at least “x” interviews every week (or month, depending on your needs).

This is a great way to keep your interviewing skills sharp and build a backup bench so you will never have to hire out of desperation. Morover, it’s a surefire way to eliminate mediocrity.

This was originally published in the December 2012 Humetrics Hiring Hints newsletter.

Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring hourly employees. He has been the president of Humetrics since 1976 and has over 30 years of practical experience, research, consulting and professional speaking work to his credit. Contact him at mkleiman@humetrics.com.
  • http://twitter.com/GoSnapHop SnapHop

    I understand the idea, but it seems a little deceitful. Might it be more worthwhile to start new employees on a provisional basis, or give them a “test” project or process to manage before hiring in full? I suppose that would have its own set of complications…

  • Totallyshocked!

    Really? You plan advertise, pull resumes, ask folks to take time away unpaid from current jobs to come in and interview with you to “keep your interview skills sharp and build up a back up bench?” Really? How about hiring and retaining real talent rather than create what looks to me like an epic case of the Revolving Door Disease!

    • http://tlnt.com John Hollon

      I’m not sure what the shock is about Mel’s advice. Good companies have been doing this kind of thing for years, and good people will absolutely want to take the time talking to a good company about something that might benefit them in the future.