HIRE SLOW FIRE FAST

Reblogger Roy Kelley
Education & Training with Realty Group Referrals 16766

Your employees are your greatest asset. Select the best and then engage them and motivate them to do their best. 

Original content by Grant Schneider

Hiring quickly can be a costly mistake. That could be you next admin employee or agent.  Some of us may feel what the heck, I will find out soon enough.  That is correct but how much damage has been done?  If you have read Jim Collin’s book “Good to Great” you know about how companies become great companies. Collins surveyed companies and found that their greatness was not due to a special sauce or a great product but rather because of the people in the organization. It all starts with high quality, high performing people. Collins refers to this as getting the right people on the bus, the wrong people off the bus, and the right people in the right seats.

 Selecting the right employee

Many companies find that selecting and choosing of the right people is a daunting task. Some people just hire anyone who applies or, at best, may ask a few quick questions before making an offer.

Before accepting an application or advertising you should have a clear description of duties for the prospective new hire. Know exactly what you need. What are the duties required? What behaviors are required such as ability to work well with others? What are the physical requirements such as lifting or working in the outdoors, or traveling? What is the desired experience level? And what reasoning ability is required?

Now that you have spelled out what you require, you should also spell out why a person would want to work for your company. List all of the benefits and opportunities that you offer. You may think that you are a small business and don’t have much to offer. Consider these things: flexible schedules, broader job responsibilities, a family feel, an entrepreneurial culture or the chance to learn new skills as the company grows. Obviously, structuring a competitive compensation package is critical.

Prior to interviewing candidates develop a strategy. Write down some questions. Use open ended questions that get the candidate to talk and become more relaxed with you. You want to try to understand how the candidate will behave as an employee. The best way to predict that is to find out how he or she handled situations in the past. Asking “behavior based” questions will help you predict how a candidate will act as your employee. For example, if you want to learn about how well he or she would work with others you might ask this question. “Tell me about a time when you were asked to work with a group of people on a project. How did you contribute to the end result? How did the group work as a team?” Your candidate will need to think and give a descriptive answer about his or her ability to contribute to a team.

Assessment tools are excellent and I highly recommend them. Assessment tools such as “DISC” and “Values” are used in selection to learn about a candidate’s behavioral style and motivational style.

 

Encouraging High Performance

Here is the bottom line. Your employees are your greatest asset. Select the best and then engage them and motivate them to do their best. Read a similar post on our website titled HIRE SLOWLY AND CAREFULLY.

Need help getting the right employees on your team?

Contact Us for a Free Consultation

or call 914-953-4458.

Real estate expertise provided by Grant Schneider on ActiveRain

 

Business Coach - Strategic Plans - Sales and Marketing Coach

Grant Schneider- Personal and Professional business coachGrant Schneider - Leadership and Business Coach Creating Successful Business Outcomes

President Performance Development Strategies

- Business Coach

- Business Performance and Strategic Business Plans 

- Sales and Marketing Coach

- Organizational Effectiveness

- Time Effectiveness and Organization

914-953-4458, Armonk NY 10504 grant@pdstrategies.com

Visit my website www.pdstrategies.com for information on how you can obtain quantum leaps in your business performance.

Helping businesses go from "good to great"

 

Perfomance Development Strategies - Westchester NY

Active Rain Top Blogger Award

 

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Rainmaker
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Grant Schneider
Performance Development Strategies - Armonk, NY
Your Coach Helping You Create Successful Outcomes

Good Morning Roy - I appreciate your re blogging of my post and glad that more will get to read it.

Apr 12, 2016 09:09 PM #1
Rainmaker
3,764,603
Gita Bantwal
RE/MAX Centre Realtors - Warwick, PA
REALTOR,ABR,CRS,SRES,GRI - Bucks County & Philadel

I am not  a manger so I do not have to hire or fire. I know I would find it difficult to fire anyone.

Apr 12, 2016 09:14 PM #2
Rainmaker
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Roy Kelley
Realty Group Referrals - Gaithersburg, MD
Roy and Dolores Kelley Photographs

Thanks so much for stopping by. It is always good to hear from you.

Apr 12, 2016 10:04 PM #3
Rainmaker
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Sheila Anderson
Referral Group Incorporated - East Brunswick, NJ
The Real Estate Whisperer Who Listens 732-715-1133

Good morning Roy. You have chosen a terrific post to re-blog. Thank you.

Apr 12, 2016 11:22 PM #4
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Debbie Reynolds
Platinum Properties - Clarksville, TN
Your Dedicated Clarksville TN Real Estate Agent

This post offers good advice for business owners and Grant Schneider has so much other good advice and guidance to share.

Apr 13, 2016 12:51 AM #5
Rainmaker
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Roy Kelley
Realty Group Referrals - Gaithersburg, MD
Roy and Dolores Kelley Photographs

Thanks, again, for your comments and for your continued support.

Apr 13, 2016 04:54 AM #6
Rainmaker
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Roy Kelley
Realty Group Referrals - Gaithersburg, MD
Roy and Dolores Kelley Photographs

The sounds of this Monday morning in Kentlands are the calls of the mourning doves and the chorus of songbirds. Have a great day and an outstanding week!

Apr 17, 2016 08:34 PM #7
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