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WatercraftLover | How do you hire trust worthy employees? |
I have had nothing but issues that have almost cost me my business due to bad employees, either stealing from me, lying to me, or doing or saying the wrong things to customers. The issues seem to be resolved now but how do I hire better in the future? |
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â–ºsolo
 |
Extensive background research and hard-hitting questions during the interview.
There are many companies like Justifacts ( http://www.justifacts.com/ ) that does the background screening for you. They find out from former bosses and co-workers if there are any 'red flags'.
Pre-employment drug-testing may not be a bad idea either. |
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Teacher Kate
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Background checks, require a large referance list, call the references, require standards, like a minimum of 2 consecutive years of employment at one employer, call all past employers, ask good and hard questions about who they are, where they see themselves in 10 years, what words they would use to describe themselves, etc,. And ultimately go with your guy decesion, some people are good at lieing and deceiving during interviews, but many aren't and if you pay close attention, you'll see their true colors.....Also, you should pay well and have high standards, because if people feel the job is ****, then they'll do a crappy job and not care. |
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BeautifulDisaster
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I am a recruiter/ staffing manager and it seems to me that you have to have a keen sense of judgement when it comes to hiring. Of course dont rely on that alone. Do extensive background checks....Dont hire them on the spot either..keep your options open. |
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justcurious
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I think work history and the amount of time at each job shows how dependable someone is. If your applicant had three jobs prior and stayed with each job for more then 2 years to me that's a good sign. Normally a thief or a bad employee would have been exposed before 2 years have passed. That's no guarantee you will still get a good employee but it's something to look for when reviewing resumes. |
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Xero
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Require more references and call all places listed in work history. Also perform criminal background checks and drug tests and make the employee aware of this process prior to accepting applications/resumes. This step alone usually weeds undesirables from the process without wasting your valuable time. |
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krixty
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You should really check his/her references and at times the best references are the prior employers who know them best in their working mood which is what you are looking for. When you interview them make sure you ask the right questions. |
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J-bean
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back ground checks see how they come off in an interview if they look u in the eyes its a good sign, talk to the person get them to come out of their little box they put themselves in before goin into an interview, most people give sum thing away bout the type of person they are just by speakin n writin look into body languge |
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wildflower
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You have been given a lot of good information on interviewing and hiring good employees. Here is my two-cents; please don't take offence, don't take it personally, but, having good character yourself, will help greatly. If you yourself have good character, you'll recognize it in others. If the person you're interviewing has questionable character, and you have good character, you'll detect it immediately. Many employers employ people who are much like themselves and who they have a lot in common with. If you can get the person to loosen up a little, relax and talk about what they do in spare time.... (partying, promiscuous relationships, do they attend church at all? etc.) you'll learn a lot. Yes, it may be personal, but don't you need to know.... what kind of character they have? Do you want employees who are 75% to 95% trustworthy, rather than 45%? You'll need to be tactful, of course. Maybe ask them out of the office for a break and cup of coffee to get them to open up. Your call......... |
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Stimpson J. Cat
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There are lots of services that perform background checks, for a fee. You can select the level of check you want. I am not sure what's involved in running a credit check. Someone at your bank should be able to tell you. More and more, credit checks are being used as a judge of character. Usually people who pay their bills on time are all-around do-gooders.
If you have any good, productive, hard-working employees, ask them for referrals. You may even want to start a program where a current employee gets a prize (say, $100.00) for referring a new employee. Most programs like that require the new employee to stay for 6 months before the original employee gets the "finding fee". It may sound like alot of money but that's about the cost of one background check. Plus good workers tend to hang out with other good workers. Slackers and good workers don't usually mix socially.
Check industry trade magazines or websites to see what is out there to help decrease theft or whatever the problem is. If you have a cash-intensive business, maybe theft out of the cash register is a problem. If you have an electronics store, maybe theft of products is a problem, theft of tools from a repair shop, etc. Not sure what your business is but there are most likely some issues directly related to the type of products or services you provide.
There are lots of programs for motiviating employees, check your local newspaper, chamber of commerce. etc.
Develop a training program and put each new employee through it. In the program, specifically dictate what the employee is to say to a customer. There are even customer service tests the employee can take on the computer. You just have to buy the software. |
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hottotrot1_usa
 |
1. criminal background checks
2. call references provided as well as recent employers
3. extensive interview with more than one person on your team
4. drug test
5. have them work a probationary period
6. There are tests available that the creators of the test claim will judge people's honesty. I haven't tried them, but that's the claim.
I work for a company called Express Personnel. Companies like mine will supply people on a program called "evaluation hire." You try them for 90 days as a temporary employee, then if they work out, you hire them on full time. You might consider doing that.
I always interview people twice myself. First time I gather data, and then I sit back and think about it and come up with further questions. I try to check references before the second interview and come up with questions based on the references.
Also, look at your pay rates. The better you pay, the better the people you will get. One advantage of working with a company like mine is we can tell you what other employers in your community are paying for the same skill level. |
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k6192
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backround checks
also the saying wrong things thing
you could send in a secret shopper thing
to see what they're saying
fire them if that happens
also, it helps to call their previous work places
they'll know what the person's all about |
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Vanka
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Check with his references. If they have bad background dont hire. Hire women they are more likely not to steel. |
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Joey m
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Give them a polygraph test (lie detector). Ask 4-5 basic questions; that's all. The test is 97% effective. Don't worry about the 3% margin of error rate. It works for me! |
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