b'u s i u e s s\'.\\Ia u aae m e ntTis- - - - - - - - " - - . ~ - - - - - - - - \' " \' - -Finding Quality Employees You can\'t build acom quality candidates for hire, is tothan "yes" or "no"wers, so the greatanspany without great people.So,ask your \'good\' employees to rec- answers to the questions divulge how doyouknow great peopleommend people they know. Pea- thekindofinformationyou when you see them? And how vig pie tend to surround themselvesintended. orous are you about your hiringwith people like themselves. TheWhen interviewing, you should style? Thecommonreality,inodds arehigh the people yourforceyourselftolistentothe somecases,isthathiringcurrentemployeesrecommendapplicant. Many interviewers get processesare poorly designedhave the same work attitude andso carriedaway with their own and shabbily executed.h thesegoodemployeesquestions, that they forget it\'s the abits The\'90shaveopenedupashow at your place of business. Aanswers that are mo important. st whole new aspect of employeesgood employee realizes they haveListen more closely to their sto-and their role in the work place.a stakein a recommendedjobries and answers to get a more Today, employees are not hiredhire and will help you encourageaccurate idea about what kind of necessarily for their skills,them to succeed for you and thepersontheyareandemployee but for theirof mind. Skills can bebusiness. Don\'t hesitate to \'use\'they will make. frame retaught and relearned. Your hir your employees in that respect.Iftimepermits,bringnew ing process should focus more onMany firms offer cash bonuses orpotential hires in several times. the potential emplo \'situdeother incentivestoemployeesHaving multiple interviews helps yee attsuccessfand ability to adapt and less onwho \'find\' aul new hireensure your confidence in your education and training.for their company.choice and their ability. Whatkindof\'personalities\'Ofcourse,themostpainfulWhilethehiring processis should you befor? Lookprocesses in the world of busi- importan: and startng ,,:JJa"~, looking in your own backyard. Look at theness is the interview. M inter- quality job cand:dc:e :,go2 ost ; type of people in your companyviewerscometothe\'ordeal\'long,ay to.,ace"s_.1k. good who stand out as good, produc unequipped and unprepared. Youhave aer.1plo;"Beno.~~tiveThese employeesmay find coming to the interviewget building and keep ng gooc employees. might be laid-back, yet hard w k with aof well thought ques- employeesisacontim.101.,s or list ing, employeesor\'nose to thelions isway to h yourselfIprocess. Just hiring good people oneelp grindstone no nonsen employ interview new job prospects withjIisonlythestart ofthat ,\'se ees, whicheveryour managingm e confidence.Iprocess: develop-fitoralityora itudeoftheideal\'haveop - __I/7dayisalso style. By focusing onperson Make sure you\'- Iing them day-to-~ tt \'theen ~ employee forcompan youended questions__-:::Jimportant. youry, will find it easier toup withthat require~Happy comethe~interview ques that will con applicantto"\'-=~-:::::~S:::J:1~Hiring! tions firm your impressions about therespondr-:::c:.;:.-.::="-\'.,___ _job candidate.with~~~~~~~~ H ofyou evernoticedhow, p~,,__~ #avees seldom lack jobmore~ .,,.,,, some companicandidates?It comesabout by \'wordmouth.\' Employees talk, they talk to relatives and friends,71~\\\' ~1 even strangers, about that great job they love so much or that ball and chain they call work. Use this word of mouth to work for yourf company. One good way to attract byS hann o nK e nnedy,M RCASe rv icesCoordinator'