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How to Hire the Right Person for the Right Job
Part of good leadership requires skill in the hiring process. Good leaders know that retention of productive employees affects the bottom line as well as morale and growth. Recruiting, training and then terminating someone are never desirable. There are many good candidates you could hire. However, even though they may have certain desirable skills, they may not be right for the job at hand. The key is not just to hire the right person, but to hire the right person for the right job.Taking the time to make the correct hire in the first place is worth all of the effort it takes. The right person in the right job will be productive for years to come. The right person in the wrong job will cause problems, waste time, and expense and send you back to square one again.
Hiring The Perfect Employee In 7 Steps
When it comes to recruiting a new employee, ensure you make the right choice by following these seven steps. The cost and disruption to the business of hiring the wrong candidate is substantial. There is the cost of the hiring process, the cost to the business if the recruit does not perform and the impact on the existing employees.
Put ONLY Your Best on the Front Lines Driving Sales
Good enough isn't good enough anymore! Your customer acquisition efforts need to be driven by the BEST! When the economic winds were blowing harder, even our turkeys could fly! The wind has died down and has changed directions. Having only TOP representation in the field with your prospects, customers, and clients is a MUST DO for any company looking to stem the tides of customer exodus and margin erosion. When is the last time you looked for a superstar?

Lesson #5: Build a Great Team
“Good employees will energize you and your business,” says Stewart. With over 650 people working for MSLO, Stewart has become a bonafide expert in the realm of human resources. Some have been with her from the very beginning and some have joined along the way, but all of Stewart’s employees share the talent, energy, passion and optimism that Stewart herself has for her businesses.
Lesson #4: Take Care of Your Team
“Our employees, who have named themselves Googlers, are everything,” Page explains to his company’s investors. “Google is organized around the ability to attract and leverage the talent of exceptional technologists and business people. We have been lucky to recruit many creative, principled and hard working stars. We hope to recruit many more in the future. We will reward and treat them well.”
Lesson #5: Build a Strong Team
Reflecting upon his success, Murdoch commented, “I feel proud but it’s been a long and bumpy ride.” It was not a ride that Murdoch took alone. From his early days working on Adelaide’s The News to his current position at the top of the multi-billion dollar News Corp., Murdoch has learned the importance of surrounding himself with qualified people who can help him achieve his goals.

Lesson #1: Make Your Company a Great Place to Work
“One of the proudest claims is the fact that people say IBM is a good place to work,” said Watson Jr. “I like to think that as we continue to grow we are not only going to live up to that claim, but make IBM an even better place to work.”
Lesson #2: You’re Only As Good As The People You Hire
“None of us is as good as all of us,” Kroc would say. A strong proponent of teamwork, Kroc understood that his growing company could only continue its meteoric rise up if it had the support and the dedication of its workers behind it. In order to ensure staff loyalty and motivate his employees, Kroc did his best to guarantee that they were treated with respect and were able to operate on an equal playing field.

Lesson #3: Hire Good People and Take Good Care of Them
It was not only Penney’s focus on the customer that drove his success. With the same amount of energy and dedication he gave to each and every visitor that entered one of his stores, so too did Penney give to his employees. Penney was a visionary; he wanted his store to have a national reach, which he knew meant ensuring long-term growth. Superior customer service alone would not be enough to achieve that. Instead, Penney understood that it would be the people behind his company that would help push it to the top.

Lesson #4: Keep Your Finger On The Pulse Of The Outside World
“Our approach was very simple,” says Laliberté. “It was about creating a universal language. A show that will be attractive toward every people coming from all over the world. And that was a big thing.”
Lesson #3: Personality is Power
One day, Kelleher received a letter from one of Southwest’s ramp agents in Oklahoma. It read, “Herb, I’m on to what you’re doing…You’re making work fun – and home work.” Kelleher viewed the letter as validation of his efforts to bring a little personality to his company.

What are you hiring for?
If you're trying to hire someone who presents well to strangers, creates documents without typos, is good at seeking out interesting new opportunities, can think on her feet in an interview and can network with strangers in search of a goal, your current hiring system is probably perfect.
Companies that Win are Companies that Teach
Winning organizations seem to have a knack for leadership development throughout their organization. One key principle that I have found present in this type of organization is the fact that they hire well and they fire better. Generally their managers have been trained on the interviewing and hiring process. This is rare phenomenon. Ask yourself how many of your managers have really been trained on the interviewing process? Companies that actually do train their managers have a high success rate for finding and keeping good employees is above average. Recruitment and retention becomes part of their culture and the responsibility of everyone. Leadership is more than just a word in these companies and leadership potential is sought out, encouraged and developed. Who has Leadership Potential?

Character and Competence
When hiring for and growing employees within an organization, it is essential to consider both character and competence traits. The single best strategy for helping a company improve results starts with hiring the right people for the right business needs. It is far better to leave a vacancy unfilled rather than fill just because “any warm body in the chair will help.” The pain and cost of making poor hiring decisions is unnecessary. Sprinkle the hiring process with a bit more deliberation and patience and watch the long-term results take an upward course.
Hiring Quality Sales Reps
Hiring quality sales reps takes time. It cannot be rushed and must be done properly. Sales leaders must have an effective hiring process in place to evaluate the pool of candidates they have developed. Hiring is much more then filling a position. It is an opportunity to improve the sales team by adding successful individuals.

The Interviewing Process: Do You Know the Rules?
As we draw closer to the summer, and spring semester of higher education creeps to closure, everyone in HR realizes that the time has come to prepare for the upcoming flood of job applicants. Are you up to date on the rules on conducting job interviews? Or, are you playing the role of the interviewee and don’t know the Do’s and Dont’s of interview etiquette? In this issue of Astronology, we will review the rules of interviewing-for both sides of the table.
Pre-Employment Profile Assessments
In today's market, finding and retaining the best, top-notch qualified individuals is a challenge for organizations of any size. With consistent and effective screening techniques, an organization can be assured they have hired the right person for the right job. One method in helping to select that right person is utilizing pre-employment assessment tools as part of the hiring process.

Retention Of Your Best Employees
Good employees are hired through your most effective recruitment strategies and finding those employees takes time, effort and money. But once you have them, how do you hold on to them? Retention of the best employees is one of the largest challenges faced by many organizations today.

Women Entrepreneurs And Their Greatest Starting Lineups: How To Hire a Champion Team
As a business owner, hiring a team can mean several different things. It can mean delegating. It can mean sharing. It can mean expanding. But it also can mean balancing several personalities, keeping tabs on what everybody’s up to and making sure things get done without micromanaging. So how do women entrepreneurs do it?

Improve Your Management Skills and Increase Your Profits
How often do you let your time get chewed up by others? Now you don't consciously set out to let people waste your time, however without realising it you are probably allowing it to happen.
Increase Productivity and Profitability by Simply Eliminating Gossip
Do your employees gossip? Have you ever considered the financial impact to your bottom line? What can you do to eliminate it?
A Reliable Predictor of Job Performance
Predicting who will be a top performer is the Holy Grail of the hiring process. There are so many variables that drive job success, however, that hiring managers frequently drop any pretense of a scientific approach and end up trusting their gut. Unfortunately this can reject viable candidates and produce a "cloning effect" (hiring in your own image).

Sales Manager Training Tips: 3 Steps to Hiring Top Performing Salespeople
In a discussion with the head of sales of a mid-sized pharmaceutical company, he wanted to know why some front-line sales managers are much better than others at hiring top performers. Before answering, I asked if he had a systematic hiring process. The reason I asked that is when there is no process in place the ability to select top-performing reps is dependent on the skills of the sales manager. Anytime you create a systematic process you tend be better at predicting success.

Job Interview Tips: How to Ace the Job Interview and Get Hired - Even in a Recession
Get hired faster even in a recession! Once You Get the Job Interview, Here Are Your Next Steps...
Interview Questions To Find The Peak Performing Sales Rep.
Use an interviewing process to narrow the field of candidates from 100 down to 4, but ask this one question to identify the candidate that will most likely become one of your peak performing sales people.
New Hire Action Plans for Employers & Employees
I propose to you, that action plans be implemented for all major company tasks, i.e. hiring, marketing, training, product development, and the list goes on. LetÕs focus on an action plan for the new hire process.
What Employers Really Look For When Hiring A College Graduate
Even though we are in a recession; the war for talent still exists. Now more than ever employers are looking even more closely for individuals who can “contribute to the organizations bottom line.”
Reducing the Employee Theft Epidemic
The FBI calls employee theft “the fastest growing crime in America!” and the U.S. Chamber of Commerce estimates that 75% of employees steal from the workplace. But it possible to reduce the incidence of employee theft by following some simple tips.
How To Manage People Effectively
I recently met up with a friend of mine who was telling me how little time he had working on his business due to the people problems he was constantly experiencing. He always complains to me that if he could run his business on his own, he would. Unfortunately this is not a reality so he constantly wastes at least 50% of his working week trying to overcome staff issues.

Targeted Selection makes Hiring Much Easier
The steps necessary to improve interviewing and hiring techniques.
Hiring Salespeople is Like Baseball Expansion
Hiring salespeople is scalable until you get to a dilution point - very similar to the expansion that took place in baseball...
ATS Evaluation Handbook
Finding the right applicant tracking system that meets all the needs of your organization can be an overwhelming task. It can be a challenge even knowing where to start and how to compare each solution. You will find important areas to investigate, questions to ask and responses to analyze during the evaluation process that will serve as a useful tool. This document is designed as an educational tool to guide your company in the search for the proper solution. This guide is organized into the following sections: • Identify Decision Makers • Identify Requirement • Vendor Assessment • Summary • About iCIMS
Trouble with Personality Tests
Personality tests are commonly used for hiring in organisations. Personality tests attempt to measure a broad range of basic traits, such as the Big Five Personality traits or Emotional Intelligence. Although these may provide useful information on how to describe a person, research has repeatedly shown that they do little to predict how well a person will perform in a given job. Academic researchers are re-emphasizing what Chally reported over 30 years ago -personality tests are simply too broad to predict on-the-job performance. Chally, on behalf of the US Justice Department, found it necessary to research solutions well beyond the accuracy of this type of assessment; to identify and measure very precise, job-specific competencies, behaviours, and skills that have been scientifically shown to predict on-the-job sucess.

A New Approach to Applicant Attraction and Selection
Regardless of the stage of the economic cycle and the availability of candidates for jobs, employers need to make the best hiring decisions possible for the dollars they invest in attracting and screening job candidates. This is far more easily said than done, unless the employer is willing to take a new, objective look at how to attract and handle job candidates in general.

Hiring Employees: Checking References To Insure Quality People
When you must take on employees for your business, you will have to go through the hiring process. After preliminary interviews, you should be able to narrow the field to three or four top candidates. And that is the time to do a little detective work to insure you have the right (and honest) employees coming in.

Investing Time With Your Staff Pays Off Big Time
I recently met up with a friend of mine who was telling me how little time he had working on his business due to the people problems he was constantly experiencing. He always complains to me that if he could run his business on his own, he would. Unfortunately this is not a reality so he constantly wastes at least 50% of his working week trying to overcome staff issues. The problem with Gary is that he's a 'know it all'. He likes to do things his own way and believes that having been in business for 15 years, he knows all about recruitment and keeping people who will be valuable assets and contribute to his bottom-line.

Overcoming People Problems In Your Business
I recently met up with a friend of mine who was telling me how little time he had working on his business due to the people problems he was constantly experiencing. ..... He always complains to me that if he could run his business on his own, he would. Unfortunately this is not a reality so he constantly wastes at least 50% of his working week trying to overcome staff issues.

Hiring the Right People
Ken Cohen explains one of the most cost-effective ways employers can get the most from their available resources...accurate hiring.
The Secret Ingredient
Many companies measure their success by revenues, income and other traditional accounting yardsticks. The problem is that the accounting approach measures how you did but not how you should have done.

Other hiring process Related Articles

The Interview Process: How To Select The "Right" Person
How do you select the right person for your business? There is no perfect answer, but the interview process can be a tremendous help if you use it effectively. In other words, you must have completed all of the other steps in the hiring process in order to get the most out of the interview process.

The Nine Most Common Hiring Mistakes and How to Avoid Them
To err in hiring is human – and very expensive. Many “standard” hiring procedures are actually common mistakes, so to choose more competent candidates, prepare to revise your hiring methods. Learn the nine hiring errors managers often make, then eliminate them from your hiring practices to help you choose only the cream of the crop.

Sales Manager Training Tips: 3 Steps to Hiring Top Performing Salespeople
In a discussion with the head of sales of a mid-sized pharmaceutical company, he wanted to know why some front-line sales managers are much better than others at hiring top performers. Before answering, I asked if he had a systematic hiring process. The reason I asked that is when there is no process in place the ability to select top-performing reps is dependent on the skills of the sales manager. Anytime you create a systematic process you tend be better at predicting success.

A Reliable Predictor of Job Performance
Predicting who will be a top performer is the Holy Grail of the hiring process. There are so many variables that drive job success, however, that hiring managers frequently drop any pretense of a scientific approach and end up trusting their gut. Unfortunately this can reject viable candidates and produce a "cloning effect" (hiring in your own image).

Incorrectly Assessing A Job Applicant's Motivation
In today's highly competitive and turbulent business environment, hiring average employees can spell "failure". Companies can not afford mediocrity while their competitors are striving to be the best. Hiring impacts profits in more ways than most companies realize. A Harvard Business School study determined that more than 75% of turnover could be traced back to poor hiring practices. The decision to hire -or not to hire- plays a significant role in turnover. The leading contributor to turnover is often not what happens after the employee is hired, but rather the process leading up to it. And turnover is not always bad if it's a bad hire that's leaving. You have to wonder if you really are hiring the best we can.
Five Big Mistakes Hiring Managers Make and How to Avoid Them
The role of "Hiring Manager" is a key position. It is the gateway to the organization's future. If you are good at the selection and hiring process you will likely have a bright future. If you are not you likely will not. Read about Five Big Mistakes Hiring Managers Make And How You Can Avoid Them.
Character and Competence
When hiring for and growing employees within an organization, it is essential to consider both character and competence traits. The single best strategy for helping a company improve results starts with hiring the right people for the right business needs. It is far better to leave a vacancy unfilled rather than fill just because “any warm body in the chair will help.” The pain and cost of making poor hiring decisions is unnecessary. Sprinkle the hiring process with a bit more deliberation and patience and watch the long-term results take an upward course.
Hiring Quality Sales Reps
Hiring quality sales reps takes time. It cannot be rushed and must be done properly. Sales leaders must have an effective hiring process in place to evaluate the pool of candidates they have developed. Hiring is much more then filling a position. It is an opportunity to improve the sales team by adding successful individuals.

Find Honest Collaborators
How to avoid wasting your time with the hiring process: looking for a job, or hiring for one. Building a team is very important, and finding people who identify with you and produce is key.
Do You Know Who You Are Hiring?
Hiring mistakes are one of the costliest mistakes a company faces, and sometimes the most difficult to undo. Many companies claim they have a process for hiring, but if so, why is hiring the right person one of their biggest challenges? How often has a candidate appeared like Tom Cruise and end up like Rodney Dangerfield?
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