• Save
The 7 questions you need to ask before hiring anybody
Upcoming SlideShare
Loading in...5
×
 

The 7 questions you need to ask before hiring anybody

on

  • 620 views

 

Statistics

Views

Total Views
620
Views on SlideShare
620
Embed Views
0

Actions

Likes
0
Downloads
0
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Microsoft Word

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

The 7 questions you need to ask before hiring anybody The 7 questions you need to ask before hiring anybody Document Transcript

  • The 7 Questions You Need To Ask BeforeHiring AnybodyStaffing is always a difficult nut to crack: Having too many people adds unnecessary costsand nicks your profits; too few and crucial things like customer service start to suffer. Youwant that magic number of sufficient, competent employees. For any owner, it’s a balancingact.Here are the questions to consider:1. What are your goals? Your investors are likely to be focused on short-term profits orconserving cash. Your customers are pushing for speedy, capable service. You have to walkthe tightrope between the two.2. What is your positioning? If you’re the price leader, your job is to cut costs whereverpossible. Think like Walmart. If you’re more interested in customer service, then you musthire and train people to deliver top-notch service.3. How can you track your personnel needs? At Blinds.com, we use a personnel predictorthat’s built into our phone system. It matches historical customer service trends on a day-to-day and hourly basis versus what we think we’ll need. We factor in an acceptable level ofAverage Speed to Answer and an acceptable Lost-Call rate. The software calculates howmany people we’ll need based upon the service level we want to offer. Your business maynot require such a system—but you should have some kind of a system.
  • 4. How hard are your employees willing to work? Again, it’s not a simple question. Peoplelike overtime pay, at least in the short term, so it can be an effective way to temporarily meetincreased demand. But people eventually burn out. And there’s ample evidence that peopleperform better when they work less. When your people work constantly, with no real break,they don’t have time for training, so they never get better at their jobs.5. How do you pay people? I think it’s smart to make payroll as much as a variable cost aspossible, so you can hire more people, but pay on performance—in other words, when theysell, provide service, etc. Your payroll costs never get (too much) higher than revenuedictates.6. Are you willing to share the profits? If profit-sharing is a part of people’s bonuses,they’ll perform more efficiently. They understand that the more people you hire, the smallertheir share of the profit pie. So they’ll work harder (read “smarter”) to prove their worth. Atmy company, at the end of the year we take a percentage of profits and divide it up equallyamong all the employees. The more we make, the more everyone gets, but the systemincentivizes employees to make the most with the fewest number of people.7. How long does it take to train and on-board people? If people aren’t moving throughyour training program and becoming productive quickly, put more resources into training toshorten that time. The more complex your business, the more likely it is that you’ll need tohire ahead of anticipated demand. If, on the other hand, you can outsource your peak calls,then you simply need to have that reservoir ready when demand dictates.To hire or not to hire is not just one question: It’s at least seven—and probably even more.What questions do you consider before you decide to staff up?