b'A The 10 Commandments of Hiring & Employee Retention AMel KleimanToday more than ever the pool of jobthem. Your current employees and quality former employees are applicants is filled with bodies yearning for employment. Theythe best sources of great, new team members Fighting turn-are the skilled and the unskilled. They are the talented and theover is a sore spot for many owners and managers. When you less fortunate. They are the willing, able, and desperate. Theyidentify a great employee, make sure you do everything possible are male and female; young, old, and middle aged, and of everyto retain them. Remember, it is easier to keep an employee than color under the sun. They are honest, yet reserved. They areto replace them. If you do lose a great employee, keep in contact sometimes deceitful, yet loyal. They want work now, and theywith them for future rehire or referral of other candidates.look unto you for their future lies in your hands.VI. THOU SHALL NOT BE LIMITING NOR DISCRIMINATORY.I can lead you to these candidates, but you, the employer, mustThe job market is changing and you must change your make the hiring decision. And decide wisely you must, for theperceptions and attitudes along with it. Dont look only for the wrong choice will condemn you to unnecessary struggles,young or people who have always been in your business. The burdens, misery, problems, and lawsuits. In other words, everygraying of the baby boomer population has resulted in more bad hire will cost you a lot of money.seniors staying in the job pool while rising un- employment And so, I offer to you these 10 Commandments to guide youand more trying economic times have created more highly through the employment process. Heed these words carefullyskilled professionals seeking employment. These professionals and hiring success you shall enjoynow and forever more. understand the value of a job and will be more loyal, committed, focused and successful. In most cases, it pays far greater I. YOU SHALL COMMIT YOURSELF TO HIRING ANDdividends to hire for who they are and not for what they know.RETAINING ONLY THE BEST. VII. THOU SHALL NEVER STOP LOOKING FOR YOUR NEXT Great companies are great employers who, in turn, hire greatGREAT EMPLOYEE.employees. If you are going to succeed, you cannot settleDo not limit your recruiting activities to only when there is a need. for run of the mill employees. Mediocre employees breedYou should constantly be on the lookout for your next great team mediocrity, so make sure you recruit and select ONLY the bestmember. If someone gives you good customer service, is attentive, employees. If it means not hiring anyone, you are still better offprompt and knowledgeable, ask them if they are interested in than if you settle for a new employee who does not measure upworking for you. When you stop at the bank, go to the grocery to your highest standards. store, or pay the kid down the street to mow your lawn ask your-II. YOU SHALL NOT BE UNDULY INFLUENCED BY DAZZLINGself, Could this person succeed in my company? Youve already ANSWERS AND FALSE APPEARANCES. witnessed their work ethic; you owe it to yourself to at least ask.Applicants are generally better prepared for the hiring processVIII. YOU WILL MAKE THE NEW HIRES FIRST DAY THE BEST than most employers. They receive coaching, practice andDAY THEY WILL EVER HAVE.pat answers to standard interview questions. They know howFirst impressions are lasting. The extra care and time you to dress to impress and will mightily try to do just that. Asspend making the new hire welcome and comfortable will be an employer, you must find ways to get to truly know theserichly rewarded by the hiring gods. When your new hire returns applicants. There are only two sources of information abouthome at the end of the first workday, a friend or family member every job applicantthe applicant and the people who knowwill most certainly ask: Hows the job? The answer needs to the applicant. Skill, aptitude and attitude testing are goodbe, Fantastic. What a great company. I cant wait to go back measures of an individuals strengths and weaknesses. Alsotomorrow.effective are the candidates refer- ences. Talk to these people to find out as much as you can about the prospect. IX. YOU WILL SET HIGH STANDARDS AND HOLD YOURSELF III. YOU SHALL KNOW WHAT IT IS YOU ARE LOOKING FOR. AND YOUR EMPLOYEES ACCOUNTABLE.A detailed job description is essential to the hiring process.You shall be clear from the get go about values, mission, duties, You need to know exactly what it is you expect of a candidate.and responsibilities. Your employees will know and understand This includes the responsibilities of the position and the skills,why their jobs are important and exactly whats expected of them aptitudes, and, most importantly, the attitudes needed to beso they can meet your standards and be stunningly successful.successful. Use the job description as on- ly one measuringX. HONOR YOUR EMPLOYEES AND TREAT THEM WELL.stick for evaluating talent. Do not hire anyone who does notThough it sounds simple, too often employers forget that live up to at least your minimum expectations. employees represent more than a one-time sale. These IV. YOU SHALL TAKE A MARKETING APPROACH TO RECRUITING. chosen ones also represent the inner sphere of influence. Recruiting is an on-going process. You should recruit newThey can raise the perceived value of your company or they can employees in the same way you recruit new customersconsis- speak negatively and undermine your reputation. They are the tently and proactively. Be conscious of the message delivered byreason customers come back as well as why new customers everything an applicant sees, including ads, application forms,come to you. They can refer future team member candidates or and facilities. Be mindful of the tools you are using to attractthey can scare prospects away. Do not burn any bridges.new employees and seek out creative alternatives to the HelpIf you follow these rules and remain focused, dedicated and Wanted sign or classified ads. (Help Wanted is not a goodcommitted to hiring the best, you will soon see that your reason for anyone of any caliber to want to work for you.) organization become just thatTHE BEST.V. THOU SHALT SOLICIT REFERRALS. REHIRES, & PAY ATTEN- Mel Kleiman, CSP, president of Humetrics. can be reached at TION TO RETENTION. 713.771.4401 or visit www.humetrics.com or www.kleimanhr.comFirst and foremost, you want to recruit the best and then retain 18 www.mrca.orgMidwest Roofer'