Monthly Archives: December 2014


Planning hiring is a standard part of business planning. But too often we just plug in a standard title and some $$ in the budget and think it is done.
Want to hire the best matches for your needs?
Want to hire people who will succeed and stay?
Top Tips for Smart Hiring

Tip 1. Develop a recruiting plan for new hires – and use it for replacements also. Include these parts for each potential position:

desired attributes, specific skills, attributes to avoid, possible demographics
potential sources of candidates
application and selection process

Commonly we focus on specific technical or professional skills we are seeking and we might add ‘soft skills’ like good communications or ability to maintain confidentiality. But you want to really focus on the ‘whole person’ you need. In defining desired attributes as well as specific skills, you help yourself focus on cultural fit – the attributes needed to succeed in your organization and the position.

You may also want to realize what attributes you want to avoid. “Don’t hire jerks” is a recent push.  Many companies have tolerated jerks if they brought in revenue or were technically brilliant in a core field.

If you want to broaden the creativity of your group, plan for possible retirements, or know you are losing a key person; then you also may want to consider demographics. This is rarely a ‘must have’ but more usually a preference. You might want some maturity in one position and someone with a different industry background for another. I, of course, hope you will also consider hiring a veteran.

Tip 2. Consider potential sources of candidates.

Have your best people come from one or two specific sources?
Do you encourage employees to refer people for your open positions?
Are you working […]

Top Tips for Checking References Successfully

Some executives think that checking references is impossible. “No one will answer honestly” or “All I get is those automated systems” are common complaints. Many admit to not even trying to check references because they assume it will be useless and time wasted.

Yet, references can add significantly to your understanding of whether a candidate will succeed in your organization. And doing reference checks may protect you from problems, turnover, and legal risks.

Sure, you may need to call some people at home if they are unwilling to talk at work. Or you may want to stress that you want to hire the person but need to complete reference checks to do so to get more information.

How do effective reference checks happen?

Tip 1. One of the smartest things you can do is create a reference check format to help guide the conversation. This should include a bit about your culture and vision as well as the most critical elements of the job and of what it takes to succeed in your world.  Basic format:

Who you are and why you are calling.
Say you appreciate their time and that the applicant gave them as a reference.
Start with the easy questions of how the person knows the applicant and for how long.
Check where they worked together and what each did.
Talk about your organization and then ask about any soft skills that are important to succeeding – creativity or dependability or team work or whatever.
Discuss the job basics and ask how the person rates the applicant on the most important ones.
Move on to areas where the applicant could grow further and what it would take for that to happen.
Before you close, ask for anyone else who might be another reference […]

By |December 1st, 2014|hiring|0 Comments