hire

They Didn’t Like Her Looks

Another update from the Jungle….

unnamed (9)Alana walked into the break room to refill her coffee mug and stumbled into a raging war. A group of co-workers were arguing about the merits of the presidential candidates. Alana sidled toward the coffee maker regretting that she didn’t send her assistant to check if the coast was clear.

The political argument covered familiar ground. Several co-workers scoffed that Carly Fiorina is ugly and unattractive and so she shouldn’t be president. Another co-worker chimed in criticizing the physical appearance and business sense of Hilary Clinton. Both women were criticized for fashion faux pas.

Aside from a few cracks about Donald Trump’s hair, the male candidates were judged on their prior experience and ideas.
The argument focused on the conservative credentials of the male candidates but no one criticized their suits or their ties.

Alana grabbed her mug and trudged back to her office reflecting that some things never seem to change. The AP 2016 BUSH CLINTON FUNDRAISING A ELN USA NYwomen candidates are judged on their physical appearance and not their ideas or abilities. Alana thought about other women presidential candidates. In 1972, Shirley Chisholm’s campaign was dismissed with a smile. In 1984, Geraldine Ferraro’s qualifications as a vice presidential candidate were buried under stories about her husband’s alleged Mafia connections. (He was Italian-American from New York and owned a construction business.)

Alana’s the HR director for her company and she conducts many interviews to screen job applicants. The interviews require her to judge job candidates based on appearance, how well they prepare for the interview and their prior work experience. Inevitably, some job candidates lose the chance to move to the next stage of the hiring process because they don’t look or act “right” in the initial interview.

Alana knows that rejecting a job candidate almost always involves her biases, good and bad. She also knows that there are many ways to explain why a candidate was rejected that appear neutral and unbiased.

What should Alana do next?

  1. She can resign her job and go live in a cave with no wi-fi until after the presidential election next November.
  2. She can create a new HR policy banning political discussions in the break room.
  3. She can accept the reality that we are judged on our appearance and recognize how her personal biases influence her hiring recommendations.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

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Click here to join the HR Compliance Jungle today.

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3 Keys to Hiring the Right Employee

Another update from the Jungle…
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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
image027the 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?

  1. Know what you want and clearly state it in the job description so that you hire the right person for the job.
  2. Have a good “onboarding” process to integrate the new employee into the workforce that includes training the new person on equipment and business processes.
  3. Monitor progress of all employees to match skills to opportunities to increase job satisfaction and the chance of retaining each employee.

If your company is struggling with HR issues, Corporate Compliance Risk Advisor can help you create HR policies that are appropriate for your company’s size and then serve as a resource to your staff as the policies are implemented.

Download my FREE eBook today! Click here! 

Click here to join the HR Compliance Jungle today.

Follow us on Facebook & Twitter!