Start Hiring Winners
Finally, Discover the Secrets of Recruiting & Keeping The Best People
by
Book Cover & Preview Text
START HIRING WINNERS The 8 Step Process When searching for good people, you want to identify those who have achieved significant results, can explain how those results were achieved, want the job you offer, have the management skills and experience required, and will fit well into your culture. By following the step-by-step process described in this book, you will identify the winners. These better qualified people will fit well in your company, are easier to manage, and will stay around longer. The process works equally well when searching at any level for competent people to fill slots in your business. There is nothing fancy about this process. It is functional, logical and practical, and the process WORKS. INTRODUCTION AND GENERAL CONCEPTS OF RECRUITING • Interviewing is gathering facts that allow you to make a good hiring decision. The better the facts directly related to achieving job results, the better will be the decision • People can change, but most people don’t. Avoid people that need changing as it generally does not work. • It is difficult to find the person you want if the “ingredients” for success are not clear. • Get comfortable with the recruiting process. In-depth interviewing/candidate evaluation is an essential management skill that is avoided by many and seldom taught, yet it can be learned by anyone • + Thirteen more bullet type “pearls of wisdom” to help set the stage for recruiting winners. STEP-1 DEFINE THE JOB To understand the job requirements before filling the job. • Reason for filling the job. • Compensation Package Checklist. • Working Conditions and Culture. • Problems to be resolved/Improvements to be made. • + Four more important elements of clearly defining the job. STEP-2 WRITE THE JOB DESCRIPTION To have a clear picture of the activities involved. • Review the examples of Job Descriptions in this section. • Fill in the job description form. • Develop the KEY RESULTS EXPECTED from the new manager. STEP-3 IDENTIFY SKILLS AND EXPERIENCES REQUIRED FOR JOB SUCCESS • Identify MUSTS and WANTS (Skills & Experience) required for success on the job. • Review examples, with key questions provided. • Prepare the CANDIDATE ASSESSMENT FORM. STEP-4 FIND QUALIFIED CANDIDATES • Twelve sources for finding candidates • Seven steps for effective use of Recruiters. • How to write a recruitment advertisement • A quick and effective way to screen and identify candidates who are qualified on paper. • Samples of actual ads that worked well to attract qualified candidates. STEP-5 SCREEN CANDIDATES USING TELEPHONE INTERVIEWS • First impressions to evaluate during the 20-25 minute interview. • Sample telephone interview. • Winding up the call with high potential candidates. • How to follow up on referrals from friends and business associates. • Evaluating the Candidate after the call. STEP-6 CONDUCT IN-DEPTH INTERVIEWS • Selecting questions for the interview. • Complying with EEOC guidelines. • Setting the stage for the Interview- 25 pointers for successful interviewing. • THE INTERVIEW- A step-by-step format for conducting the interview. • Evaluating candidates using the CANDIDATE ASSESSMENT FORM. • Choosing the best candidate. • A suggested EMPLOYMENT APPLICATION FORM. STEP-7 HIRE THE BEST QUALIFIED CANDIDATE • The action steps to successful hiring of WINNERS. • Handling a counter-offer. • The issues and benefits of hiring the over qualified. • Testing your best candidates. • Employment contracts-should you consider one? • Checking References-the need and the problems. • Sample letters confirming an offer, and for unsuccessful candidates. • REFERENCE CHECK FORM. STEP-8 ORIENT AND INTEGRATE NEW MANAGER INTO YOUR COMPANY • Key steps for successful orientation of the manager into the business. • The steps needed to get the new manager up to running speed fast. • How to retain the WINNERS • Handling an unsuitable hiring. • How to keep your effective managers APPENDIX • An actual recruiting project in full detail. • Motivation-how it works and why it is important. • Characteristics of winners. • Business climates that limits growth and cause your WINNERS to leave. SOME FINAL ADVICE Let’s look again at how you find out what motivates your candidate. Ask the question, “What job events at work led to great satisfaction for you? Tell me about them. (You want details.) You can also ask, “What moments of extreme dissatisfaction have you experienced on the job? What caused them?” You can also ask, “What events turned you on in your current/recent job?” “What turned you off?” If you can’t or don’t provide that motivation, you will not keep that WINNER around very long. Look at the factors above that provide satisfaction. If your business suffers from too many deficiencies, you will have a problem hiring and keeping the WINNERS. If you cannot make needed improvements in your culture, you may be better off hiring someone who is looking for security rather than opportunity. We live in a litigious society. Lawyers increasingly look on companies as easy marks for legal challenges involving compensation for discrimination and pain and suffering. This means employers must be alert to the threat of increasing liability and keep current on the latest State and Federal Employment Laws. Run reference and background checks on every person you plan to hire. Make sure they have been reliable workers in the past, to avoid costly people problems and negligent hiring charges against your business. Test the top candidate before hiring. Don’t promise candidates anything you can’t or don’t plan to deliver. Don’t overstate the job opportunity or discriminate in any way on the basis of sex, race, age, religion or ethnic group, or individuals with disabilities. Don’t ask questions that are not job-related. START HIRING WINNERS
Formats
Book Details
About the Book
START HIRING WINNERS
Hired the wrong person? (every manager has) A costly mistake?(a huge cost to the business) Uncomfortable with the recruiting process?? (most managers are) Want to know WHAT to do, WHEN, and HOW best to perform the key steps in Recruiting? (easily learned) Want to greatly improve your chances for hiring the right person the first time? (follow the process) Do you have trouble keeping your best employees? (learn the secrets for keeping the winners) If your answer is YES to one or more of these questions, you need START HIRING WINNERS. Develop your recruiting skills now to bring top people into your business. You are only as successful as the quality and effectiveness of the people you recruit, train and develop. START HIRING WINNERS is a no nonsense approach to greatly improving your chances of hiring the right person the first time. The system covers in practical step-by-step format the WHAT to do, HOW to do it, and WHY. No FLUFF or FILL, just the practical steps managers need and find easy to learn and use, time after time. The interview is a fact gathering session. More pertinent facts means a better decision. Managers tend to make a hiring decision much too early in the process, before the facts are gathered. The system will provide you with a clear picture of the person you are looking for, and help you choose the questions to use for fact gathering during the interview. Once the facts are in and all candidates are evaluated against the same criteria, the best candidate is obvious and the hiring decision can be made with confidence. Avoid the mistakes managers make when recruiting people. Apply the easy to follow step-by-step process in START HIRNG WINNERS for better hiring results.
About the Author
JOHN FEATHERSTONE’s background includes a Bachelor of Science degree in Mechanical Engineering. After serving as a Lieutenant in the US Marine Corps, Featherstone joined Procter & Gamble where he went on to hold several management positions. Then, as a Division VP-GM for a privately held confectionery company, he managed a spectacular growth rate of 50% per year for seven consecutive years. This was followed by three years with an international consulting company where he became the top salesman among 12. Featherstone is a consultant to small business, including an eight year turnaround project with a distillery in El Salvador. As a volunteer with SCORE, he consulted with small business owners for five years.
The author has also owned, operated and sold three small businesses along the way. Included was a business in Australia and the first-ever Agricultural Joint Venture in the Ukraine, before, during and after the coup in the USSR. His experience as a business owner, manager and consultant is varied, practical and solid, preparing him for producing START HIRING WINNERS. Featherstone has successfully used this process for more than 25 years to transfer recruiting skills to clients and employees.
The author’s background as a Division VP-GM with the Confectionery Company, where he personally recruited and hired 35 managers over a period of several years of rapid growth, strongly demonstrated the need for an improved recruiting process. Available books on recruiting cast limited light on parts of the process that were generally buried in 170-300 pages of buzz words and “fill.” Featherstone hired a number of winners and a few who were not well matched to the job. This experience led to his quest for improved recruiting methods and finally the documentation of his findings in START HIRING WINNERS.
While in development, Featherstone’s system was tested by taking a number of CEOs of small businesses through an actual recruiting process to fill a key position within their company. In every case, a transfer of recruiting skills was made to the CEO and key members of his staff. Winners were hired. The system worked well! The techniques and controls were then tested with small businesses over a period of 25 years to perfect the system. This included applications and testing in Russia, Ukraine, the Baltic States, Australia, Central and South America, Canada and Mexico. The system was well received, needed and worked equally well throughout the world. Featherstone achieves more in his 105 pages than other authors do in 170-300 pages.