Category Archives: Employers

Clients – are you interviewing your potential Employees correctly?

During the course of most managers’ careers it is highly likely that one bad hire has been made, where the candidate is not right either for the company or the specific position. Is this down to the Hiring Manager or the candidate? In most cases it is down to the Hiring Manager and the interviewing process.
There are common mistakes made when interviewing and while a CV may match all of your job requirements – does the person? Interviews are not a process to be rushed, especially when the candidate, if hired, will have influence over the business direction and perception of your company in the market place.
It would be worth considering your interview process, how you interact with the potential employee and beware of these interviewing mistakes:
1. Interviewer Doing All the Talking
Let the interviewee talk! Yes we want to explain about our company, the role and responsibilities, etc – but you need to allow the interviewee time to express themselves, watch how they interact and how they answer questions so that you can get as much information out of them as possible.
2. Relying Solely on the CV
A good CV is key, but believe me, a CV can be tailored, written by someone else, or just a copy and paste from a job description – use the interview as time to understand their personality, story, career path and confirm they have done what you need for your role.
3. Asking Typical Questions
Please do not ask typical questions – “Where do you think you will be in 5 years” , “What are your strengths and weaknesses” – all candidates have the answers ready and prepared, and this does not give a true representation of themselves. Ask questions that test their competencies e.g. can you give an example of a time where you had to sell a product during a tough market? How did you go about it? What were the results?
Use real-life and current situations when asking questions – potentially pick a current issue that this candidate would need to overcome if they are selected, see how they would handle it. Is their response in line with how you like to operate your business? Do they know how to approach the situation you have presented them with?
4. Hiring Based on Educational Background
It is always impressive if someone has an amazing educational background. 2 Degrees, an MBA, even a Phd may help, however, not everyone with several qualifications is suited to corporate environments. Use the interview to assess this.
5. Using a Script
Do not use a script, have a normal conversation with the interviewee. There are no scripts in life and no scripts once a person commences work. By all means take notes, but if you are directly going to managing this hire, you need to be asking yourself, “Can I work with them?”, “How will my team react to them?”, “Do they seem enthusiastic?”, “Do they have the right experience?’. Also remember that sometimes the attitude of the candidate is more important. Depending on the position, certain aspects of positions can be trained, but you are highly unlikely going to be able to change someone’s attitude.
Remember that on most occasions the best hire is the candidate who you feel will be successful in achieving the requirements of the job, who understands what is involved and can already provide suggestions on how they would handle the position if offered.
Also again – depending the position – is specific industry or function key? Skills are transferable and sometimes a fresh pair of eyes from someone who can think on their feet is more important than having worked in the same industry.
In conclusion, take your time, ensure you understand the person sitting in front of you, and while most ignore it, or avoid it as a valid reason – your instincts are almost always right!

Counter Offers – Employers

All companies will face the situation when one of your valued employees walks into the office and says they are resigning to take up a job with another employer. The question is, what do you do? Should you make a counter offer? And if you do make one, how should you do it?

You should firstly take into consideration that studies have shown that 69 percent of employees who accept a counter offer leave their current employer within six monthsof accepting that counter offer. The problem is that a counter offer often only addresses the employee’s concerns in the short-term and can simply act to postpone rather than cancel the inevitable exit. So, in short making a counter offer does not really work in the long term or even medium term.

You really need to consider the following before making a decision, take the time and be 100% sure that this is a considered process and not a snap decision. It must be in the best interest of the business, as sometimes a change, “new-blood” is not always a bad thing.

Is the employee really irreplaceable?

Consider the loss of this employee, and what are the real consequences of this employee leaving and how quickly can his or she be replaced?’ I mean, could the employee be replaced in a reasonable time with an equal or better performer, at a comparable, possibly even lower pay rate? Especially in the current climate, there are candidates with outstanding skills and commitment ready to offer their services. Take the time to call your recruiter and ask them – “can you find someone? for me” understand the market.

Over the 12-month period do you think you can bring in a new employee who can provide a similar or better output and a lower/similar payroll bill as a result of your new hire and letting this one go? If so, then you may feel that a counter offer is not essential and you might consider easing the employee’s path to exit by not counter offering.

Remember, employees have to leave some time; statistics show that the average employee might hold up to 10 jobs in a lifetime, so you might want to be a little philosophical about it if the employee has served well above your firm’s average tenure.

Always ask for evidence of the job offer

If you really do feel that the current employee is irreplaceable I would highly recommend that you only consider a counter offer once you have written proof that a job offer has been made, be that email or contract. While I would love to say that we would all be 100% honest in the level of remuneration, new job level and responsibilities, some employees will take advantage of the situation. Do not make a decision which could come back to bite you.

Counter offers don’t always have to be about remuneration

If you do decide to make a counter offer, remember that it does not have to be financial, while yes, a higher salary always helps, many people are looking for career progression, growth, and the opportunity to prove their ability. You should have some idea of the employee’s all round frustrations and motivators, be that lack of career progression, boring job, wanting to work more flexibly, etc.  Sometimes it is more of a personal reason, does the employee want to be closer to family, in an area where there are better schools – can you relocate them? Once you understand all these factors you can then tailor a counter offer which is most likely to offer the employee the best outcome and encourage them to stay.

In our opinion, unless the employee really is invaluable your business, don’t do it. The employee looked around for another role, and their commitment to your company will never be as strong.

If you are in this situation, please do not hesitate to call our Consultants, we are here to provide guidance, and with over 50 years combined experience behind us, we have seen most situations that can occur.

Tips to Build the Best Team

Team Resized

3 Tips to Build the Best Team in 2015

It takes a whole lot of work to find really great people to make your business soar. But what goes into a strong team? Check out these great tips as you expand your business this year.

1. Size isn’t everything

Having a large number of employees does not guarantee a better output and standard of work, but having the right people does. As the person in charge, you are responsible for determining your company’s needs, looking at each worker, identifying their strengths and weaknesses, and figuring out where they fit best on the team. It’s got to be quality of quantity. You’ll save your firm a few bob too.

2. Interns!

Hire interns and have them work for you for a few weeks so you can get a sense of how they work. Interns usually join a company to get experience and network while getting school credit. The time during the internship is a perfect opportunity for you to see how they work and get to know them much better.

You get them for a much as six months so you’ll get to know if he or she is motivated to work and eager to learn? Is he or she punctual? Does he or she fit in the company culture?

3. Your team should motivate you… daily

In any job, sometimes it is difficult to keep positive vibe nice and high. It’s a huge thing if your team can motivate you and keep you going. When your team members are good at what they do, know their roles, and are creative and reliable, it frees you up to concentrate on the company’s big picture and next step. I can only think about the future when I know the situation of the moment is taken care off. Tidy house, tidy mind as they say.