by Niki Tudge

  • Focus on hiring only the best.
  • Make sure you have a written job description.
  • Don’t limit your sources for good employees.
  • Avoid hiring someone who averages more than one employer every two years.
  • Use a rating system so that early candidates are not forgotten in the interview process.
  • Where possible, promote from within to maintain employee morale.
  • A person with an extensive self-employment background is very likely to go back to self-employment as soon as possible. Hire this person as a consultant.
  • “Over qualified” people are better than “under qualified” people.
  • Have the person leaving the position interview their replacement.
  • Test the skills and industry knowledge of a prospective employee. Get specific.
  • Look into a potential employee’s energy levels. If you engage in more than one interview, try to do it at different times of the day.
  • Look into any significant gaps in employment.
  • Use pre employment questionnaires.
  • Test every new employee for drug use.
  • Check an applicant’s background and all references thoroughly.
  • Memorialize the terms of employment.
  • Use a interview questionnaire so you ask each candidate the same questions

Last but not least. Do not rush the recruitment process. Invest time at the front end of your recruitment and training process and it will save you hours on managing problematic employees in the workplace .