Guest post: Hold Off on Hiring – Waiting for the Right Employees

Staffing. It’s so important to the success and character of your business and yet it doesn’t always get due attention. An over-staffed office will drain your resources and reduce your return on investment. An under-staffed office is often behind deadlines, doing shoddy work to meet deadlines, or just a minefield of stressed and irritable employees. How can you create a workplace that’s adequately staffed with quality workers? Try abstaining. Stop hiring people who “can do the job” and start waiting until you find people who are the right fit for the job.

It’s not an easy paradigm shift to make — when Marissa Mayer started as the new CEO of Yahoo last fall she personally reviewed and approved every hire. BusinessInsider reported that a source inside the company said one of Yahoo’s biggest problems in recent years was “‘B-players’ hiring ‘C-players’ who were not ‘fired up to come to work’ and were ‘tolerated too long.'” Once sub-standard employees are added to the work force, they’re rarely jettisoned in a timely manner. They become a drain on your company’s bottom line and can affect the morale of other employees.

So, how do you weed out bad employees before you hire them? Just ask Bob Parsons, co-founder of Parsons shares his tips for hiring great employees in a video blog. It’s eight minutes long so we’ll hit the highlights and provide the full video for you to watch if you so choose. Around the two-minute mark, Parsons talks about checking references. Sounds obvious, right? Well sure, calling references is a must but since they’re provided by the applicant they’re likely biased. Parsons recommends asking the provided references for another resource. Ask the secondary resource what they think of the applicant and also if they can recommend an additional reference. The tertiary reference, in Parson’s experience, will usually give you the real story on the applicant.

Parsons also recommends focusing on what’s important for a hire, rather than getting bogged down in miscellaneous details. While education is important, it isn’t always the primary indicator of a good applicant. Hiring managers shouldn’t lose sight of the forest for the trees, so to speak.

Use the interview to find out if the employee is a good problem solver, can think on his or her feet and if he or she really wants to be at your company. Do they know what you do, how you do it and what your company culture is like? The most qualified employee might not be the right employee for your company. Hiring someone who will not be comfortable or productive working at your company is a waste of time for both parties. “Employment only works,” says GoDaddy’s Bob Parsons in the video, “if it is good for the employee and employer.”

Parsons has plenty more tips to share in the video, but he wraps up with a very important one. If the employment isn’t working for either party (which generally means it’s not working for both parties) you have to end the employment. If you’re having a hard time with it think of it in different terms. If an employee was only paid half the wages he or she was promised for doing the full amount of work expected, they wouldn’t continue working for you. So, logically, why would a company continue to employ someone who is significantly and consistently under-producing?

About the author:

Amanda Hughes writes for several online sites and shares her views on world news, the environment and technology and how all of these subjects affect financial news in the U.S.