35 years after the business I learned about the job and firing 3 things

I have taken a fair share of employees in the business for more than 35 years. I was surprised when the “perfect” fare didn’t come out so perfect. I have been fooled by the candidates who presented work samples on their own, just to find out that they played a very minor role in the project. I have been lucky and hired people who surprised me with abilities that were not clear.

Since January, important holidays, corporate organization and cost have been done. Large numbers like Dell Ji, DHL And others have announced the federal government, not to mention the federal government. I have begun to see unemployed workers reaching the holes. For a business like me, who are always looking for talented people, and those who have difficulty attracting workers, there is a pond of job seekers, but searching for the right people… which can be difficult.

Many companies use rental platforms and diagnostic tools to find and evaluate potential candidates. It’s great, but tools don’t always work. For example, take the matter of “Bobby”. He applied for a production position with our company. We added a professional aid list to test the personality because when he was eligible, it didn’t look right. The recommendation was that there would be a tremendous increase in the Bobby team. In fact, the professional said that it was a great completion of my personality and working style. Unfortunately, it was not a huge communication, which is essential for the media production company. Did we use the best diagnosis? Did Bobby fool him by answering questions, which he thinks he has made him an attractive candidate?

Do not misunderstand me, using AI, can help to hire tools and professionals, but you still have to do so. Here are some things I have learned difficult.

Related: How can job seekers develop an ideal application – and how can employers create a job list that attracts the right candidates

Think beyond traditional skills

I had a broad list of qualifications for positions in my company. For example, a college degree or a significant number of years of experience. We recently hired our first employee who had only an associate degree. I relied on my intuition, and that is great. It may not be necessary to have a degree. More important than traditional skills is soft skill, which is difficult to find in today’s workforce. The ability to solve a problem. In the interview process, we provide candidates with scenario and ask how they will approach work, what tools they will need and what the challenges can be. No idea? Unable to think on the spot? Don’t fit well.

Another skill is the ability to work as part of the team. Today, a lot of works are in collaboration, and the last thing anyone needs is a member of a team who is taking out shots from outside or trying to become a lonely wolf. I ask my staff to interview people before meeting candidates. If the chemistry is not there, we do not offer.

Communication is the most important skill. No one can know everything, but if you don’t know how to communicate, you will never be better. An employee hated to seek help and, in turn, spent hours trying to find a shortcut for the software program. If he had just requested help, he could three times the timely work. After trying to work with him for months, we had to let him go. People who cannot explain their thoughts or advocate for themselves are unlikely to be effective. You need communication superstars.

Find the right fit for the size of your organization

The right fit for a small enterprise is often quite different from a person for a big person. Many people who now find themselves unemployed are accustomed to working for big companies. These individuals may be accustomed to keeping work more resources and “hands”. On one occasion, I kept a woman away from a major retailer to become a media producer. He had experience and definitely had the right attitude. Unfortunately, he did not realize that his skills were limited to instructing others to work, in fact. In our place, it is all hand in the deck, and it could not be sustained. His skill set was more suitable for a larger organization. Of course, there are people who are bored for big companies and welcome the opportunity to be a business. They are happy to take up new things and learn new things. Ask questions whether they are really business and listen. Examples are these: How do you encourage you? How do you deal with danger? If the answers are not correct then go ahead.

As my organization has increased, it has sometimes been necessary to move people out. One person did not shield with progress. When we worked with small customers, they were fine. Since we attracted big users, it did not enjoy the complexity of the projects and the attention of big users. When it was difficult to deliberately and permanently with customer requests, there was no option but to dismiss it.

Related: According to an HR expert, how to fire a poisonous employee is to identify and know how to know

Slowly, run the fire quickly

When I was on the rise, I found a talented worker, or when I had an open slot, I felt pressure. One thing that has saved me time and money is to serve the individual as an independent contractor for a short period. This allows us to see how the person works and if he is suitable for a long time. We also have a trial period. It is time to dig really deep and more. Every business is unique. You know your business, so rely on your intestines when you work, and do not delay the inevitable when one is not working. This is not good for the organization or the individual.