1. Don't hire out of desperation.
Do not just hire an employee
because you needed someone
to fill the position yesterday.
That is what temporary
employees are for. If you are
looking for someone to fill the
position long term, it is best to
take some time to do your
research. Gather as much
information as you can about a job applicant. Information you would need is contact information for personal and
business references, a list of
past and present employers,
social security number, birth
date and more. These items will help you complete reference checks and to perform background checks to find out about any past criminal activity. Call on a reference. You are never too busy for that.
2. Offer skill testing .
If you want to decrease employee turn-around, you can perform skill tests on your job applicants. You can either do this directly through your human resource department or you can contract this responsibility out to a job placement agency. This is one of the tools that will help you determine whether you have found the best fit for each position your company has open. Not only that, but it also cuts down on your new applicant recruitment costs. Every company has some form of testing or verification. Have a competition with it or an incentive.
3. Profile For Temperament. Each job description should include a consideration of the social aspects of the job. Is the job task oriented or people oriented? Does the job require
much interaction with the
public? With other co-workers?
Temperament profiles can predict which people are best