Does your business have a high turnover rate? Are you sick and tired of problem employees? Then stop them from coming into your organization at the source!
Here are 10 proven ways to make sure that toxic workers never get on the payroll.
1. Be very clear in your job description as to what you want/need, credentials you expect, etc. This will help you weed out the wrong applicants from the very start.
2. When selecting whom to interview, go over resumes with a fine-toothed comb. Look for gaps or inconsistencies. Even if they don’t preclude you from contacting the applicant, write down your questions or concerns so you can ask them of the candidate.
3. Make sure anyone who is interviewing on behalf of your company knows what questions to ask and how to respond to inquiries.
4. Your first interview should be via telephone. This will save time and money if you’re asking the right questions upfront. You can tell a lot about a person by the way he or she communicates when body language isn’t a factor.
5. During your face-to-face interview, be very straightforward and talk as little as possible. The more the candidate talks, the more you’ll find out. (But don’t sit there silent all the time — this isn’t to be awkward for either one of you!)
6. Make NO PROMISES during the interview (aka, “fact finding”) stage. Don’t say, “I think you’re perfect!”, because when you do, you’ve already given away some of your power.
7. If you like someone, contact at least 3 past employers as well as 3 references or hiring a background checking company to do so for you. This will tell you a great deal!
8. Before you make the final offer, get the applicant’s permission for a comprehensive background check. You may be shocked at what you find.
9. Put into place some kind of “trial period” where the employee realizes he/she is under scrutiny and can be let go if performance is not up to par.
10. If you have ANY problems, document them from day one. Don’t make excuses for the new hire. Protect yourself and your staff!
Have we missed any of the preferred methods that you use to make sure that problem employees don’t join your team?
