Future of Planning Blog

One of the hardest tasks you face in a growing business is bringing on productive new employees.  Dana Pingenot, of Lee Financial in Dallas, offers a series of tips that can make the process go more smoothly.

First, she says, instead of handling all the interviewing yourself, allow team members to spend time with the new prospective employee that they would be working with.  Not only does this save YOU some time; it also helps you to get their perspective on things you may have missed, such as the interest level in job-specific functions.  

Since computer literacy and communication skills are important at virtually every staff position these days, give prospective employees a sit-down test that requires them to use Microsoft Excel, testing their computer proficiency, and give each prospective employee a brief writing assignment to assess how well they express themselves.

Meanwhile, pay $100 to get a comprehensive background check on each would-be employee.  Pingenot cites a case where an applicant had neglected to mention a serious criminal record.  Another lied about his educational background.

Finally, and most importantly, even if all goes well, hire the new employee on a 90-day trial period.  It is MUCH easier to cut your losses with somebody who isn’t working out during a trial period than firing somebody you’ve hired and made a tacit commitment to.  In almost all cases, you’ll know after 90 days that a person isn’t working out.

Bob Veres
Owner
Inside Information
Asheville, NC