Odds are that you don’t have the time you’d like to read all the blogs, articles or books that offer insight into the hourly hiring industry. So Snagajob asked our friend, Mel Kleiman – CSP, president of Humetrics, and a strategist for hiring and retaining the best hourly employees – to give us a rundown of the best articles he’s read recently and what you could learn from each. It’s like CliffsNotes for hourly hiring media.
This article by Tom Searcy gives some great advice and ideas about what to look for in your next winning employee, along with some great questions to ask to make sure you get what you are looking for. The three main components of a top employee, regardless of the job are:
This article, from the Houston Chronicle, goes to the other extreme. In the article, a teenager, Maria Lara, talks about what she called her first real job. The article offers a lot of insight about the hiring process through the applicant’s lenses. A few of the things that I learned or had reinforced were:
- Sometimes all it takes to get a job is to be on time, look good and have a nice smile. These qualities are all important, but are they enough to warrant a hire?
- Most applicants who have not done a lot of interviewing will be nervous. Don’t hold it against them. It’s your job to help them relax.
- Even though she called this her first real job, Maria Lara had been babysitting for a long time and knew the value of hard work. Applicants without workplace experience can still offer desired skills and qualifications.
- The manager told the applicant what she was looking for in an employee before the interview. This is a common hiring mistake that sets the manager up to hire the best applicant not the best employee.
This article focused on unemployed college students and the impact that majors can have on the ability to find a job. Since I look at everything from an employer’s perspective – instead of an employee or college student looking for a job – I feel like I have just discovered a gold mine of information. A few of the key points that I took away from this article include:
- Even though unemployment for college graduates is less than the general population, there is a large educated workforce available if you are willing to look at what you really need.
- If you’re not hiring for a specific skill, such as accounting or engineering, and can take the time to train someone who has the ability to learn, you could uncover a star employee.
- If you plan to hire unemployed college graduates, you will need to change your message and/or where you advertise your jobs to attract them. Architectural graduates may not see themselves as managers.
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