Another update from the Jungle…
Renee owns a small bakery that is growing rapidly but still needs to plow the profits back into the business to ensure its long term success. She knows the long term success of the bakery depends on the quality of the employees.
She learned through trial and error that she needed to be clear about what she was looking for in a new employee. One early hire, Debra, was great at baking muffins but seemed to hate people. Customers would dash out the door if they saw Debra at the counter waiting to serve them. Renee eased Debra out the door so that she could go be successful with a different employer. Then Renee revised her job descriptions to focus on all the skills, not just baking, that she needs.
Renee also realized that hiring the right employee is not enough. New hire Marta didn’t know how to use a convection heat oven and her first batch of cookies were harder than hockey pucks. After
the smoke cleared and the hockey pucks were trashed, Renee decided to assign an experienced employee as a mentor to train Marta on using equipment. Marta now bakes cookies using her grandmother’s recipes that are the hottest sales items in the store.
Of course, assigning a mentor was not enough either. Cherie had a mentor but wasn’t making progress in learning how to use kitchen equipment or the cash register. A quick investigation revealed that Cherie was intimated by her mentor and never asked questions. The mentor admitted that she is a perfectionist and isn’t comfortable trying to teach new hires.
This mismatch taught Renee that she needed to more closely monitor the progress of each employee. So every week she meets with each employee to answer questions and to ask for suggestions on improving the business. It’s a huge time commitment for Renee but in the past year, turnover among all employees has dropped dramatically and would-be bakers now beg her to hire them.
What are Renee’s 3 keys to hiring the right employee?
- Know what you want and clearly state it in the job description so that you hire the right person for the job.
- Have a good “onboarding” process to integrate the new employee into the workforce that includes training the new person on equipment and business processes.
- Monitor progress of all employees to match skills to opportunities to increase job satisfaction and the chance of retaining each employee.
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Mandy is the HR director for her division of a national company. She’s trying to understand why it’s so difficult to fill open positions in the division. The candidates she screens have the qualifications and experience to do the job but many of them reject job offers.
competing cliques.
Wanda owns a small company and she’s preparing for her next round of job interviews. She hates the interviewing and hiring process. It takes a lot of time away from running her business and the results can be iffy.
with her dinner.
Bill runs a small tech company with a group of bright, energetic young web designers. (His techies shouldn’t be confused with Trekkies, although many of them are Star Trek and Star Wars fans.) Bill’s techies provide their own laptops, iPads and cell phones. Some of the techies have other clients but most of them work exclusively for Bill.
Now you may be looking at the title of this post and thinking, “How can something as piddly and insignificant as folders on my computer merit a blog post or do anything for my job search?” Allow me to explain: I’m a very organized guy. Ever since I was about 13 and starting high school, ways of organizing things started to come to me. It was just logic.
Yesterday, July 14th, was the 226th anniversary of the storming of the Bastille fortress in Paris, France. Americans should take a special interest in 
Bob is the star salesman for the company and an all-around good guy. He’s an extrovert who tells good jokes. He has a way of talking to people that makes each individual feel valued. But he’s also a bit of a rebel and he’ll stretch the rules because he knows he’s privileged due to his sales ability. Cindy likes Bob and she usually cuts him some slack when he bends the rules.
Justin owns a company that has been stagnating during the past year. They make enough money to stay in business but haven’t been able to expand into new markets. At first, the lack of growth was fine with his staff because they were working through a back log of orders.
HR Compliance Jungle 