What’s the Hardest Part of Hiring Great Employees?, Hiring Best Practices

Asked by Eric Groves from Alignable on Oct 17, 2017

Share details on the challenges you've encountered and how you've overcome them.

Advertising open positions and reaching the right audience

30% (857 Votes)

30%

Scheduling and interviewing candidates

5% (134 Votes)

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%

260 Comments

All Answers (260)

Answers (41-50)

from

Answered on Oct 23rd, 2017

Finding the person who fits the culture of the organization.

Business from Downtown Boston Boston, MA

Completely agree that culture fit makes a big difference. What do you do to try and identify if a candidate is a fit culturally?

from

Answered on Oct 19th, 2017

I will bring age discrimination to this, I've seen a bit of false confidence and narcissism in interviews I have had recently.

Rebecca Lehman from RealSigns

Expand on this?

from

Answered on Oct 18th, 2017

None of the above. It's knowing how to ensure they align with your culture and needs. Maybe Item 4. Its the questions and how to get the answers you need to determine fit for them and you.

Business from Downtown Boston Boston, MA

Great point, Renee. Are there any questions you have asked in the past, that have helped you identify a good culture fit for a potential hire?

from

Answered on Oct 17th, 2017

Working through the bureaucracy of leadership to hire best fit candidates over their friends/family has been the biggest hindrance to getting the best talent.

Sam Bowen from Samuel S. Bowen LLC

In my experience, most of the time it is not a good idea to hire friends and family unless they show loyalty with good work ethic. However, most of the time it can be seen as personal when having to deal with employees who need to step it up.

from

Answered on Oct 17th, 2017

Lack of serious candidates.

Eric Groves from Alignable

Have you been able to find any solutions that help improve the number and quality of candidates coming your way?

from

Answered on Oct 20th, 2017

I sincerely believe in giving them a 90 day trial period. They know what is expected of them and if they fail to produce at any point in this trial period you must make the hard choices and let them go. I have been through this for 11 years now and so many start off with a bang and end with a great big boom. I have tried to be more lax than ridged...big mistake. Be firm, be clear and put it all in writing.

Business from Downtown Boston Boston, MA

This 90 day trial is a great option, Michelle! Thanks for sharing.

from

Answered on Oct 17th, 2017

Having People Show Up for Interviews. I don't mean physically show up. I'm referring to being prepared for the conversation.

Brian Busby from Buzz Brite Cleaning Solutions

That's a good point. Thank you. Brian Busby www.buzzbritejanitorial.ca

Business from Hardeeville, SC

Answered on Oct 19th, 2017

Bringing employees on board and up to speedy causes many companies to lose qualified employees who have great leadership potential. An assigned mentor who knows the position well and who is willing to travel beside the new employee as they master is priceless. Mentorship is something that business owners really need to consider. The bottom line is that every time you have to replace an employee because "they became so overwhelmed that they decided that it just is not worth the sleepless nights and stress" you lose productivity. Time, mentorship, and guidance = employee sustainability. In many cases companies are looking for someone who is an expert in their particular field. If an individual that is such an expert in their field why are they applying for your position? Grow your own is a philosophy that businesses should use more often. Promote from within!