Advertising open positions and reaching the right audience
30% (857 Votes)
30%
Scheduling and interviewing candidates
5% (134 Votes)
5%
Having people show up for interviews
12% (343 Votes)
12%
Knowing the right questions to ask during an interview
14% (393 Votes)
14%
Checking references and getting meaningful insight
12% (331 Votes)
12%
Bringing employees onboard and up to speed quickly
27% (780 Votes)
27%
Answers (1-10)
My clients say that finding qualified candidates is the hardest part.
I have my own business now but I'm frustrated by the current use of stupid computer algorithms to find employees. I prefer the old ways...references and word of mouth. Filling out those apps takes workers 45 minutes or more. And the questions don't really prove anything. I want to know if the potential worker is honest and reliable. Don't want freaking liars and backstabbers. Or boot lickers.
Eric, I find that the hardest problem when hiring a new employee is verifying that that person really knows the skills needed for that business....In the bookkeeping/accounting field, I have had to create an in-depth skills test....because when I receive a resume....it's not always what it seems to be.... people and write a great resume or copy & paste, so a good skills test is the only way you can see and gage the applicant's skills.....
None of the above. The hardest part for Aeon, is sorting through the pretenders, and finding that one, or two gems that have integrity, and a strong desire to succeed. Most people (sales) are not cut out for commission based sales, with no base salary. The pressure is simply too much for most of the field.
References, references, references. Any candidate can act their way through two or three interviews. Check the references and ask each reference the same questions and see if you get similar answers. Hesitations to those answers is a clue that you've been given someone to call who is acting as a reference and is not a true reference. This is where you will find out the most about a candidate.
Joanna, every time a position needs to be filled, it's an opportunity to upgrade the entire team. Instead of looking at hiring as 'filling a spot', take a look at what the team needs that the right person in this position could provide. Also look at future talent needs to determine what kind of hire you need to make now.
In just about all instances, the case can be made to look for much better talent. This requires the hiring manager to be willing and confident interviewing people with the potential to take his or her job.
Finding an employee who has a strong 'work ethic' has become very hard over the last several years. Even with management or supervisory positions this problem is acute. All the other issues listed are solvable with the correct hiring plan. So many employers or hiring managers just 'Wing it' when it comes to finding new employees. To me it's a process with many pitfalls that requires some real thought and situational awareness.
Hi Eric - I coach my clients to ask the 'right' questions. First, your question above is about 'hiring' which is different than 'job description definition' which is different than 'advertising' which is different than 'interviewing' which is different than 'on-boarding' and so forth. If the business is not sure what talent they need now and in the future it is difficult to move forward. I realize this sounds rather rudimentary, however studies show 98% of businesses don't take the time to clearly define their needs before they go looking for candidates. If businesses don't define their needs how do they know when they find the right person to fill their current and future needs?
Well the minutes people’s start not to answer their phone the work force changes big time before you find a job you work until you retire today the Millneims they are not loyal to any company or position they are hoping from one place to another the same in the food industry they hop and ask for more $$and they are getting and that again one of the candidates open his mouth and ask for $15 minimum and people asking for that now ..so no loyalty and no new immigrants coming ..so figure it out 😮😮😮😮
I think the most difficult part is seeing beyond the facade. At 6 months you begin to see everything they’ve hidden about their true personality and attitude. They may have the skill set, talent etc but their quirks, ability to “play” well with others and how they treat the team once their comfortable really comes out and at times has made me regret the hire. Not often but it only takes one toxic person to affect the energy in the office