Hire & Hope Doesn't Work: Hiring Questions for Managers

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Hire and hope isn’t a good strategy and luck should have nothing to do with employee turnover costs, how hard your employees work everyday, how much they sell, whether they steal from you, fake or embellish injuries, show up for work late or show up for work at all.

There is a better way to address all these issues. And I’m willing to share it with you today.

The training… the tools… and a system to execute it.

When it comes to employee selection… Using your traditional methods, have you hired some good employees? Using those same methods, have you hired some people you wish you hadn’t? What has that taught you?

If you’re like most hiring managers, you realized that the traditional methods don't help predict success on a consistent basis.

When it comes to employee engagement and retention. Have you ever been in a role that didn’t suit you or have you ever been mismanaged? What was your productivity like during that period of time? Did the person mismanaging you make a real effort to fix that problem?

Sure turnover is expensive… recruiting, retraining, lost sales, lost customers, new learning curves…etc. But I’m not convinced that turnover is the biggest cost associated with hiring mistakes. I’m convinced the bigger issue is when you have disengaged misfits who STAY and make everyone else around them as unhappy and unproductive as they are.

The sad truth is that it’s not your fault. The deck has been stacked against you. I want to help.

When it comes to interviews, your decisions are only as sound as the facts on which they’re based. But according to articles I’ve read in Inc magazine and Entrepreneur magazine, 1/3 of resumes are embellished and I saw an article in Restaurants and Institutions magazine years ago that said 73% of applications are embellished and/or contain inaccuracies. So for the sake of discussion, lets shoot right down the middle and say the 50% of what you have is embellished and/or inaccurate. The BIG problem YOU have is knowing WHICH half is FACT and which half is FICTION… yet you’re still expected to conduct an effective interview.

You can… and should do criminal background checks, but that only tells you if someone was caught and convicted of a crime. What about all the people who did things they weren’t supposed to but weren’t caught? Or successfully convicted even though they were guilty?

You can and should do reference checks, but the people who actually give you names of people who will will reveal the ugly truth about them are few and far in between.

If you announce yourself as a drug free workplace, applicants know this and many just try to stay clean for 30 days before they go back to their high risk behaviors.

Like I said. It’s not your fault. There is a better way and I’m going to share it with you.

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