Tightrope: How to make the right hire
— -- Hello, Gladys,
I own a health and beauty spa. For the past few months I have been interviewing people to work in my spa. The primary responsibility is to do facials. I have interviewed a number of people, but so far either I'm not satisfied with the interviewee or they are not satisfied with me. I would have thought that with so many people out of work right now it would be easy to find a couple of people who want to work. Every time I turn on the news I hear about more layoffs. If that's the case, why I am having such a hard time finding help?
Marilyn Z
Are you interviewing people who are compatible for the job? In order to build a strong support team to help carry out your business visions and goals you will need to hire the right people. This should be a happy occasion for all involved. Let's take a look from both perspectives.
The first thing that might be addressed is what is involved in doing the job. This may seem like a simple question, but it can become complicated.
I have a friend who, like you, has interviewed many people and still hasn't filled a position in her office. When I talked to her about the job requirements, she listed about a dozen different things that she expected the new hire to do, from keeping the space clean to doing sales and marketing as well as inventory control. Her hope is to find someone who can "just make things happen," as she says. It doesn't work quite like that.
Before you interview the next candidate, make sure you know what skills are required to get the job done as well as what the rewards are for fulfilling the task. I am not talking about the weekly or monthly paycheck. Every job should offer some sort of reward beyond the notion of pay. And, these rewards are different for each person. For instance, for some people, learning new things can be its own reward. Others might enjoy having the freedom to use their creativity to build a larger customer base, for example.
On the other hand, some folks like a steady routine that does not include adding new responsibilities or being forced to learn new techniques. Decide what the rewards are that the position offers.
Next, consider the type of personality that best suits the position. Some jobs require strong leadership skills and an upbeat personality, someone who is comfortable meeting and greeting the public. Does the position that you are offering require that? Or, do you need someone who is very organized and attentive to small details, and likes to work quietly with little interference. This is an important consideration. My guess is that a job should fit both the personality and the skills.
All too often I encounter employees who took a job they were not suited for just because they needed a job. That person will last until another job offer comes along.
Finally, you need to figure out how you are going to evaluate the interviewee. Some employers take the time to check references listed on a resume. Others will make a determination by creating their own point system. And I know others who have given personality and skills testing before making a decision.
Many books have been written on hiring employees, and I have given half-day workshops on the subject. So, this short column is not the last word on the subject. However, perhaps it will give you something to think about as you prepare for your next interview.
The most important thing to remember is that you should only interview folks who have the skills and personality for the position you have available.
Gladys Edmunds' Entrepreneurial Tightrope column appears Wednesdays. Click here for an index of her columns. As a single, teen-age mom, Gladys made money doing laundry, cooking dinners for taxi drivers and selling fire extinguishers and Bibles door-to-door. Today, Edmunds is founder of Edmunds Travel Consultants in Pittsburgh and author of There's No Business Like Your Own Business, a six-step guide to success published by Viking. Her website is www.gladysedmunds.com. You can e-mail her at gladys@gladysedmunds.com.