Hiring: It's a good thing!

"When I'm hiring a cook for one of my restaurants, and I want to see what they can do, I usually ask them to make me an omelet." ~Bobby Flay

You're in a bind. Business has grown beautifully, but there's too much work for your team. Everyone is doing their best, but it's overwhelming. Especially for you. You need help ASAP! 

Don't grab the first person with a pulse. I promise, the troubles you'll have in the future for poor planning far, far outweigh taking time to hire properly.

Hiring the right person for your position is like bringing in an extension of yourself to do the work you can't do alone. How do you make sure you're going to employ someone who will fulfill your expectations and get things done the right way? Let's take a look: 

There is a lot of work to do before you expand your workforce 

Question if you actually need a new position - Before you get started, make certain you are financially able to support an additional employee. Also, analyse your current team. Are they being assigned efficiently and are their talents and skills being utilized to the fullest?

Know exactly what you need - Take time to identify the job's essential functions. Then, note the key performance criteria. Are there specific skills and talents required to perform this work?

Formalize a job description. - Detail the specifics of the position based on the essential functions, performance criteria, and specialized considerations.

How much should you pay? - Do your research and base this decision on internal and external comparisons. One must ask if is the salary is competitive with the salaries and responsibilities of other positions inside your company, as well as similar positions out in the marketplace.

Attract qualified applicants - If you don't have a protocol for recruiting, utilize a recruiter  They will know the techniques of attracting and hiring the right person. Remember, advertising is not the only way to recruit.

Collecting and reviewing - Finally, this is the last preparation step. Once you have a good selection of candidates to choose from, begin selecting the most qualified people for further consideration. 

After clearly identifying what you need, you can now interview for the perfect match

The interview - Interview at least three qualified candidates. Interview the candidates three times. And, have three people evaluate the candidates. This may seem intense. However, hiring tough and never lowering your standards will allow you to manage easy. 

Select the most qualified candidate - That may seem obvious, however selecting person solely because you like them or because they really, really need a job is not being objective. Make your selection based on the person's proven skills and experience that has prepared them to meet the requirements of the job description.

References matter - Always, always take time to check references before making a job offer. You never know what will pop up.

Hire the "right" person - After going through all of these objective and important steps, and you've done your homework, you should have a very clear idea of who's right for the job and will be a good fit with the team.. Now, go with your gut and offer them the position.

Congratulations! Hiring, it's a good thing! 

If you find you don't have the time or ability to conduct a thorough hiring process, SHINE Consulting is here to help you hire the right people. Just give us a call or connect via email  at sahepler@gmail.com. 

What are your thoughts on gossip?

I have a friend who just can't wait to share the next juicy bit of scandal about people we know. Sometimes, I have to admit, it's wildly interesting and amazing! Then, I remember how it feels to be the subject of such conversations. Ouch!

Gossip is killing

A few weeks back, my pastor delivered a word about gossip. She pointed out that according to several biblical references, gossip (or backbiting) is as offensive as murder! And, is it not a form of murder? After all, spreading dirt or scandal about another is in essence killing the subject's reputation.

Whether one is whispering a little tidbit about the neighbor or engaging in a salacious smear campaign, talking about another behind their back is demeaning and does not allow the opportunity for defense. We certainly wouldn't do that in a court of law; that is, prosecute without representation. But, we do it everyday to those who we work with and who live in our communities.

Why do we engage in this kind of talk? There must be some powerful stuff there, as we spend all sorts of money on gossip magazines and watch hours of it on television. What is it that keeps us coming back for more?

Knowledge is Power

I've observed that it is powerful stuff to be the first to know something about another. Nobody likes being in the dark. If you don't know, and I do, then I have one up on you. This goes across the board from girlfriends to the evening news.

There are many studies about why people engage in gossip and what the negative consequences are. As a society, we really do know that it is destructive. But, in reality, it is a way of life for many. What should you do when the notorious gossiper says, "I heard it by the grapevine...?"

Stop the smack talk

Try one of these tactics, they are a sure fire way to stop the scandalmonger in their tracks:

• Find positive ways of sharing with others things that don't require talking negatively about the victim.
• Ask for verification when you are told something about another person. Trusting that what is said is true without challenging it's authenticity, makes you a partner in perpetuating gossip.
• If you hear damaging or harmful talk, refuse to listen and politely attempt to stop the speaker.
• Ask the gossiper if they have anything positive to say about the person they are criticizing.

When we honor others with our words, we live with dignity and without repute. Seriously, classy women (and men!) don't gossip!

Do you have a policy in place addressing talking about others? Backbiting is destructive in the work place. Think about it...and then let your people know what your standards and expectations are.