In your experience, what are the best ways to find good staff?

Question

Also, what have been your experiences in the different methods of finding new staff?

Answer 1

When you advertise for new staff, include every trait you want in a great employee. Make it very clear that you are looking for A+ employees including, responsibility, honesty, great punctuality, team player, efficient, reliable, etc. etc. include any other traits you desire. When people read your ads, they will know that you are expecting greatness and those that feel they qualify, will apply - of course, you will also get some that don't, but when people know from the get go what you expect in an employee, that is what you will get. Good Luck!

Answer 2

In My Own Opinion, The Best Way To Find Good Staff Is To Advertise Clearly What It Is You Are Looking For And If You Don't Have Staff In Human Resources Able To Interview Then Employ An Agency To Carry Out Interviewing.

If One Of Your Requirements Is Good Communication Skills And Excellent Spoken English Then Be Sure That Is What You Get Whether You Interview Or Have Someone Else Do It For You.

I Find If You Are Looking For Part Time Workers In Any Field, Students And In Particular Medical Students Are Among the Most Reliable And Conscientious.

Above All Set Your Sights High And Never Be Tempted To Lower Them, I Guarantee You Won't Be Disappointed With The Results!

Answer 3

I'm not in the recruiting industry, but in the background screening industry.



I think the best place to start for any HR person is to read the book 'Good To Great' by Jim Collins. Basically its a book about the Fortune 500 companies and the difference in their success in comparison to a relative company who did not succeed. The findings? STAFF...but not just ANY staff...the Fortune 500 companies chose the RIGHT staff through a process of reshuffling current staff and being fairly ruthless with staff that just didn't work out.



One of the major downfalls with companies is that they are complacent when it comes to keeping poor staff or good staff in the wrong positions.



The advantage of putting the right staff in the rigth position in the company is that it doesn't matter what direction or where the company goes, a staff member in the right position will stick with the company.



REFERENCE CHECKING is by far the most important aspect of placing staff...don't give someone a permanent contract until they have been screened. I can't tell you how many times I've screened someone who has fabricated their resume and referees in order to get work. People like this are an adverse risk to any company.

Answer 4

The best way to find good staff is during the interview when you get a chance to really see how they will react. When placing an ad give the qualification you are seeking for the most. Call their last / present employer and see what type of employee they were/are. Give them a list of the required job duties and see if they have a question about the duties. If they are unable or haven't a clue about performing these job duties then just thank them for their time and move to the next interviewee. I see alot of people get jobs because of family, friends even the boss, and it's very difficult to work with them, when you know that don't they have a clue about what's going on. Ask more in depth detail about the particular job you want filled. Give them a quiz and if they can pass, then they can be consider for a second interview. Good luck...

Answer 5

If you offer the best, and flexible, working conditions, you will find the best, most dedicated and most loyal staff. There are many great employees out there that can't find work because of unsuitable hours, for example.

Depending on what you are looking for, keep the initial selection criteria fairly simple. Ask questions during the interview process instead.. it shows whether a person can think on their feet, communicate effectively and deal with stressful situations. Trust your gut instinct, don't be afraid to give someone a go and never underestimate the strength and reliability of older, experienced workers. Remember that written work applications alone are never a good indicator of performance, all they proof is the person's literacy skills. All information within them can be invented and backed up to some degree.. only a skilled interview will show the true skills of a worker and their attitude towards work. A casual conversation and a few odd questions will soon show an applicant's true personality.

Answer 6

First off, you should form a special recruitment group of people, who don't necessarily have to be members of the same company. This allows for varying degrees of experience & fresh ideas, as well as an "outsiders" viewpoint.



Decide on what qualities you want in a staff person. I think it's really important to make sure the essential & desirable criteria are clear and precise.



Having a vague advertisement might save you money & will pull in lots of applicants, but then you're stuck weeding out the better applicants, which is time consuming & unnecessary.



Always advertise through various media. Although the internet is cheap, some people still prefer the good old fashioned newspaper, or may not have access to a computer.



Even stick up an ad on the local supermarket noticeboard - you'll be surprised where the best staff come from!

Answer 7

The value of apprenticeships and traineeships is greatly overlooked in Australian workplaces, and not even considered by anyone over teen age looking for work. This is believed to be because employers do not care about their employees, and employees do not feel valued and appreciated.

In the workplace, loyalty is represented by employers as intrinsically important, yet no loyalty is awarded by the employer to the employee in return, in some cases ever. This is the reason that workplaces have such a high turnover rate of human resources. Profits have superseeded the value of common sense, compassion, a sense of workplace relations and honourable justice. The voice of the great corporation booms down on the people that constitute the corporation, muffling out individual voices and stifling their ability to hear each other and rally together for positive lasting change.

The same thing has been well and truly underway for a long time regarding the environment, which in the eyes of the corporation has no monetary value. Well now we have a global climate crisis to bring environmental issues to the table of every corporation, and soon there will be a change in the political climate of Australia to bring back employee rights in the work place and a decent employer/employee relationship for every Australian.



PLEASE RESPECT OUR ONLY HOME!!

Answer 8

I have found that those who want to work will come dressed

appropriately. However for those who are just doing it to get the numbers up on a piece of paper to receive the dole, flagrantly dress down drastically.

I have interviewed so many both male and female and I have to say in all my years of working in the trade and behind a desk, I have never seen such deplorable acts of disrespect for the way some act when been interviewed.



We have forms in which all must fill out and sign.

Literally three quarters could neither spell or write.

Simple questions and answers were dreadful and math

was worse.

I don't know what they are teaching in the schools these days

but it cannot be adequate.

I find calculators and computers are the root of all evil as they

don't give the student the opportunity to use there own brain.

.they need to think more for themselves instead they have a computer do the thinking for them.(WRRRRROOOONNNGG)



We take on Trainees for both Tradespersons and clerical.

However I have stopped taking on people from the city.

I now write to private and some public schools for those who are looking for careers in certain areas. Those who are in the final year.

I also look further afield, Country children who are better mannered and caring of others apart from themselves.

City folk and there siblings have alot to learn from there

counterparts Believe me.

I have found young chaps who are willing to learn and grasp

whats in front of them are more prepared to work hard and

we pay over the award to those who are willing to learn.

That also i might add includes the female race.



Give me country any day and I'll show you a 5 star Apprentice

with fantastic manners and can spell as well as write.

Answer 9

I've just spent time looking for work and am coming from the side of what will attract good staff.



1. Be clear in what you want and communicate this to the client. Provide clear, answerable key selection criteria and a concise but adequately detailed position description. If you're KSC use fluffy language or don't seem related to the position description I probably won't apply as there are other positions out there. Similarly, if you are vague in the interview, I am not going to be impressed...Have you really thought why you need me? Will I be a valued staff member? Are you hiding something? Again there are plenty of other jobs competing for me.



2. More of the same but please let me know who I will be working for. "$$$$$ CBD location great hours IT/Engineering/big company etc" may get some people interested but I suspect it isn't going to appeal to the staff you really want, who are prepared to put themselves into the job and are motivated by more than $$$$$ and a view from a high rise. If you tell me the company I have the opportunity to research the company, industry and position and if I don't, it will be obvious in the interview that I couldn't be bothered.



2. Very militant, I know, but what can you offer me? You want me to work and will only employ me if you think I am the most suitable candidate but how will you reward me for choosing you over another company. Will you provide career related training and/or the opportunity to be involved in diverse and interesting projects? Will I have the opportunity to bring my personal skills and interests to the company? Do you provide flexibility for me to pursue my career through training or other means?



3. Definitely check references and speak to past employers or team colleagues. I believe you can learn a lot about how people will perform/relate in the workplace from checking how they did in previous workplaces. There are a lot of reasons why someone may not reveal thier potential in an interview or group session that might take two hours.



4. From work on teams in previous jobs I know that you need a mix of people. Not everyone is going to show great leadership or networking skills. If you had a team made purely of these people I'd suggest it was dysfunctional. Consider strategic thinkers, researchers, deconstructors, do-ers, motivators, nurturers, warriors, etc as neccessary parts of a team and seek these skills among your applicants.

Answer 10

Sometimes, to find people with the right skills for your business you need to think about what your potential employees will be looking for in a job. Money isn't always the main motivator for workers, Outlines the ways an employee can motivate staff to improve performance and productivity including: staff incentives, appraisals, share schemes, work/life balance, controlling staff turnover and keeping staff informed, so i think its not hard to find good staff who is suitable for ur business, the management will make the staff better ever, good luck

Answer 11

I ran a business with up to 44 staff. I always advertised in the local paper when I had a vacancy and I took all the calls myself. I think for one vacancy, the most I ever had apply was 176 people. From a five minute chat on the phone, I made a short list, based on certain criteria. I'd then meet the applicants one on one, I always considered I was a good judge of character. Funnily enough, very few of the people I hired ever let me down. That system worked for me although it was time consuming. But I ended up with genuine people and in the long run, it was worth the effort.

These days, with so many different rules and regulations, I'd never do it. In fact, I'll never run another Business just to be in part, an unpaid Tax Collector for lack of a better term, this Prime Minister and his Government.

Answer 12

A good way to find new staff that are likely to be suitable for the job is to ask present employee's about people they know that would be suitable for the position. Another way is to take someone on for a 'job trial' where the applicant works a set number of hours [usually about 40 hrs] for no wages in the hope of proving themselves to be a god investment. This way both you and the applicant get to know each other and you can see the way in which they work without obligation of giving them a paying job if you don't like their work etc. If you go through centrelink they will in most cases pay incentives to employ some people such as paying their workers comp premiums and in some cases they will subsidise their wage.

CRS is also a good place to find good workers who unfortunately have been injured in a previous job,CRS provide a lot of programs and incentives for you to employ people on their books including 'work trials' etc.

Answer 13

To be completely honest - there is absolutely NO fail safe way to find good staff.



When I was a manager I often relied on my brilliant skills at judging people's characters (I'm serious). On two occasions I was a little bit iffy about the person I was interviewing but was desperate so I decided to ignore my initial uncertainty and give them the job - one turned out to be a thief and the other turned out to be a nut-job. I should have paid attention to my inner voice.



If you have very good, reliable members of staff already you could ask them if they have any friends who are interested in applying. That is kind of going by the 'birds of a feather' theory where people of the same ilk or like-mindedness will often be friends. This worked for me because I was managing an extremely busy video store and most of the staff were university students working part time so their friends were usually keen for some part time work.



I'm not sure what your business is so this may not work for you.



It is really difficult - but, the most important thing is to ALWAYS check references and phone their previous employers for a verbal reference too. This way you can tell if they are covering up their true feelings about the applicant. They are not alowed to be negative but you can often pick up on what they really think by their tone. Ask questions that require them to give more that a 'yes' or 'no' answer.



During the interview get the applicant to give you examples of how they dealt with certain situations in previous employment ie: 'tell me how you have handled a difficult customer in the past and what was the outcome' or 'give me an example of where you have used problem solving skills. What was the problem? How did you approach it? What was the outcome?'. You can get a feeling about the person by how enthusiatically they answer the questions and, of course, by the examples they give you.



Make sure that your interview is fairly structured and not just a casual chat.

Answer 14

finding a good staff is a very hard thing to do there is always one bad apple in the bunch. i ran a day care for 4 years and i had a great staff i let them know who was boss, but still in a way was their friend to a point, you can allways make one closer than the other but i found that you need to earn respect before you can give it. i had staff from the get go in the interview telling them that this is what i expected from them and what they could expect from me . it's a give and take situation. they will respect you if you if you start out that way. i also had previous employees that i had to build a relationship with give them a little and they give back a lot. findingthe good ones is a weeding process. so your going to have to weed them out.

Answer 15

I find word of mouth the best way. Advertising is good but these days it is so hard to get good staff. I employ people who present well, show enthusiasm and have the right attitude for the job. I find I can then train them for the job I hire them for, rather than hire someone with heaps of pieces of paper and no life experiences. I work in disability and employment so need people with good empathy and people skills. Our clients relate better to people with understanding and experience more than people with degrees and only book learning

Answer 16

Hello,

I found junior staff through school base Training which is affordable and gives the young ones a certificate at the end of it, it also gives them the incentive to learn.

Place an add on your window tell people of position placing in papers is a waste of money.

I found that Seniors were more profitable in my business and more responsible, especially if they had a mortgage. When they apply ask them what positive they could bring into your Business and also very important people skills.

Answer 17

Certain industries have award nights, where they are given kudos for a range of things. It wouldn't hurt to get in touch with these groups or businesses and find out how they got their award winning staff. Also, new graduates from established universities, Tafe's and academies, have outstanding people willing to work. Experience is important, but so are the right and updated qualifications and a passionate enthusiasm to work.

Answer 18

Someone who works as though it's his own business. It's hard to find such people nowadays. Most wanted high pay but little job. I dun believe in conducting interviews or recommendations from friends. I prefer head hunting for staff myself. As I am in the service industry, I take note of those service staff, be it in at the counters, restaurants or hotels. I felt that this is the time when these people are showing their 'true-self'. People can be well-prepared for interview. When it comes to on-the-job, they might not be the most suitable candidates.

Answer 19

First of all, be sure you know what you are looking for in staff. Sure, a buxom young female in a tight uniform may bring in the customers, but it is sexist and illegal, and besides what if the only thing she can do is look good. Waste of time and space - you would then need to employ someone else who can do the work. Also do you want to hire students? Some are fantastic, but then again, you can get the other extreme. Plus they need time off to study and sit for exams - can you afford to hire someone who will fill in for them while they are away? Do not be restricted by age - our best worker is a lady in her mid 50s. But then again, our worst worker is another lady in her 50s - and we've got staff from 15 years of age and onwards. Once you have decided, what you want......



Advertise - whether with an employment agency (which means that you don't have much work to do with screening!) or in newspapers (local and major), internet, by posting signs in the window or on the light pole out the front of the business or even an ad in the local primary school newsletter!



I have tried all of the above and the most successful has been the local paper.



I try not to give to much information over the phone, because then not only do they have all the information they need, but often (you'd be surprised how often) do not turn up for the interview without even calling to let us know!



When I interview prospective staff, I tell them of the details of the job including the ups and the downs and then ask if they are still interested. I ask for details of their previous experience with a time line. Be on the look out for those who over-inflate or exaggerate their experiences. You don't want the person who said to me that she had experiences working in all aspects of a cafe and it turns out to be as a dishwasher 30 years ago, when we wanted an assistant chef!



Ask them for examples when things have gone bad, as well as when things have gone well and how they coped with those situations and/or ramifications.



Ask them what they think their previous employer/s will say about them (you will get some very interesting replies!) and follow through with a call to their references, with an ear out for hesitations while the referee fabricates untruths.



Put in place a trial period - 3 weeks, 3 months (but not longer than that), it is up to you. If you feel that a person does not have what it takes despite your efforts to train or talk to them, then do not feel guilty to keep them. You (and your other staff) will be very unhappy if you do.



Most of all, I trust my gut instincts - more often than not, it is right. I've learned not to hire someone who didn't feel right just because we were desperate for staff. We have wasted a lot of time, effort, and money on people who just did not fit in, or were not experienced, or left soon after training, or in one case, a thief.

Answer 20

I have found that person to person interview is the best way to find good staff,you get a feel for the person ,the way they look,dress and act,and to see if they have done there home work in regards to your company.the questions they ask.Most people don't bother to find out about the company what it does ,who are the managers how or how large it is in the scheme of things.

You want people who are interested in the job and weather there is openings for advancement at a later date.

I have used various employment agencies but i only use them to cull out the non starters then i inter view the ones the have impress the agencies.I then do the final inter view.

Dont use news papers because you will need a person to answer the phone all day.

Answer 21

I am involved with recruitment on a daily basis so feel qualified to offer an opinion. E-recruitment works for us. All positions are advertised internally and externally and applications are only accepted online. Actual scenarios work well - instead of the usual what skills to you bring to the position, why should we hire you blah blah. People tend to be more honest in these situations and you can guage their knowledge better. By the way an e-recruitment package can link to your internal internet, newspapers and the web as well as SEEK or some other source

Answer 22

In my experience referrals from the employees coupled with effective interview evaluation process will do the trick. I had a very good experience in staffing efficient people who were referred by the employees. The employees know the requirements & sources better then the vendors so they would look around for their friends who are working in similar environments so that they can refer( of course referral bonus & responsibility to build an effective organization by referring smart people would propel them to do so). Generally they don’t refer people with bad attitude but in case if they refer one we can filter them at the time of interview. In this way we could be careful enough to refrain from hiring the unfit. At times it would be real tough for the HR’s/Vendors to source some skill sets especially niche one. That is when the employees pitch in by referring suitable candidates since they are working on the specified skill sets and they would know their acquaintances i.e. friends, colleagues in their previous companies who would also had worked on the similar kind of environment/projects/Skill sets.

Answer 23

conduct a great interview. by law there are some questions you need to avoid, but get to know who they are as a person. use your gut feeling. its a pretty good indicator of how you will tend to feel about this person while they are employed by you. also, ref checks are really overated, you dont know if the person on the other end is being honest with you or not. the best recruiting i have done is to walk in your local mall, check out where people already work. usually if the person is a great worker, but unhappy, you can offer your choices to them. always go for people who have kept long term employment, it shows they can adapt to new things and are willing to grow for you.

Answer 24

You can never underestimate the importance of checking references and reading between the lines of those references. People won’t often bad mouth a former colleague or employee, but they will hesitate while they think of a lie or of something neutral to say.



Think about how that person will fit in with your office/workplace culture. If they seem very reserved but most other employees are used to being pushy and opinionated then it is unlikely they will fit in.



And ask people what they do in their spare time. People who are enthusiastic about the rest of their life are mostly just as enthusiastic about their work. But then if the jobs involves long hours and they have a crazy schedule for outside of work activities then things might not work out.



Advertise widely and keep the ads up for a while – not everyone is checking the job ads on a daily basis.



Trust your instincts. If something just doesn’t feel right then it probably isn’t.

Answer 25

Don't waste Your valuable time 'Head-hunting'. You will only get the transients who want to move on taking Your client listing with them.

Will You consider "word of mouth" references and referrals from people in Your field of endeavour? There are a lot of "over the hill" aged persons who have the perquisite expertise and industry contacts to make a 'part-time' or consultancy position beneficial to most up and coming companies well worth the effort. Mothers returning to the work force, and the ubiquitous 'mature aged' male personnel are of inestimable value. These type of people bring a certain work ethic with them that is sorely lacking in the younger generations. Recently retired, retrenched, redundant or retired staff are an absolute 'must have'. They want to work, as opposed to merely needing to come to work each day , and They are not necessarily interested in the money, but the status of being gainfully employed. They have a certain 'company ethic' that shows loyalty over and above what most expect, and They bring this philosophy to the work environment.

The best secretary I ever had came to our corporate offices (Multi-National Flexible Printing and Medical Packaging Corporation) looking for a position in the sales field. She was under qualified for that situation. But she had exemplary qualifications in sub-middle management. Being close to retirement age was a problem for Her to overcome. 12 years on She was the pivotal person in the 'in-house' management structure.

Look to older staff rather than to the brash young people who are looking towards using You as a stepping stone on Their continuing career path.

The choice is Yours, but it makes good business sense.

Answer 26

The best way is be a kind an gud hearted person treat them right do gud thing 4 them and u will get the same bak unless there mean n hateful then just try to be as nice and kind to them as u can and they will see how nice u r and they will be the same to they would say u treated mean so nice and I was being a little *****!! to u. An they might change.

Answer 27

We put a sign in the window these days. Many years ago, when I was involved the landscaping game, I would walk into Centrelink and pick the hungriest looking fellow. I am still looking for half decent staff, if they turn up sober and on time I think I've had a good day.

Answer 28

hmmmm staff .... well inexperienced and eager people make the best of workers... cause they're hardworkers ..clumsy at first cause they wanna do everythin in a record of time to please the boss ... and prove their compatibility with the job ... however sometimes they dont seem to grasp the idea of what they're doing....

experienced people helps enhance the company it works in .. but sometimes they think their way is the best ... so you have to employ experienced people who you as a boss are able to be around ....

for the inexperienced you have to be patient ... and try your best to never sound degradin for their lack of experience ... and try not to put so much work load on them at first they'll feel pressured and balk.... however don't be easy with them ... just be nice ...

and tell them from the beginnin the way you pay them weekly daily or monthly ... how much you're goin to pay ...

and if your work needs computer work choose those who know how to surf the internet ...quickly

Answer 29

The most successful method of finding good staff I have found is to know who your currently good staff are in detail. where they shop, where they spend their leisure time, how old they are, where they went to school, do they have kids, etc. then if they all had a particular hang out in common, i'd go there to recruit staff. if they all went to the same church, i'd be on the front pew. if they all went to the same college i'd get into the alumni functions for that college. if they all used a certain day care, i'd surf the parking lot for staff. by doing this, when you do hire, you've selected someone who will fit in right away, and has a greater chance of success. best of luck to you.

Answer 30

Look at the staff you presently have working for you. Pick those who have the qualities you are looking for. Ask these individulas if they have any friends who are seeking employment. Most employees have a tendency to associate with individuals with the same type of ethics as themselves.



Another alternative would be to seek help from an outside placement company. They perform extensive background checks and usually have qualified, skilled candidates.



Once you have what you think is a qualified applicant, gather a group of employees and perform a committee to perform the interview. They will have to work with the individual and will have a good idea as to whether or not the applicant will be a good fit for the organization.

Answer 31

By looking outside the box. By not sticking to the tradition 'wants' of employers and realise that once you do that, you actually find people that really do want to work.



I am either "too experienced" for entry level and "not experienced enough" for other roles.



I have a cert III in business admin through a years experience in a State Government Department. Yet I am still looking for work.

Answer 32

In my experience, the best way to find good staff is to start with solid employee relations and treat the employees that you do have well; like you'd treat yourself and with respect.



This will decrease attrition and increase retention; however, people will NEED to leave for various reasons. When they do, you'll have the reputation for honesty and integrity. People will come.



All things being equal, I'd be more likely to "go" with thee job or company with the lowest turnover rates.

Answer 33

A lot of aspects regarding written materials can be fudged or changed. I feel that the critical component is the interview. It gives the chance to clear up or expose inconsistencies or weaknesses in the application, allows the chance to see grace under pressure and basic people skills, and can be carefully structured to escalate until you ask various demanding but realistic hypothetical questions related to the position. If the competition is close and the stakes are high, it may be appropriate to grill the candidate to some extent. Most people who are among the elite of a profession dont want to hide anything or have a free ride; rather they want to show that they know their stuff with a high level of rigour.

Answer 34

It's been my experience that it is impossible to know from an interview and resume whether a new staff member will be good or not. How well a staff member performs depends a great deal on how they are accepted and treated by their employer and fellow workers.

You can hire someone who on paper looks to have all the experience in the world, but a resume doesn't tell you how well that person will get along with existing staff, or how well they will get along with customers. Conversely, someone can arrive at a new job with little experience in the field, but the personal skills to make a good impression.

I guess sometimes you just have to go with your gut feeling. When I applied for my current job, I was the last person of 6 to be interviewed, I had zero retail experience and I had been unemployed (while studying) for 3 years. However, I got the job because I took the time to have a chat (and a small flirt) with some of the staff (one of whom turned out to be the bosses daughter!) after my interview, and also because I had a few hobbies in common with my (now) boss. 2 hours later, I recieved a phone call telling me I had the job!

During my time in my current job, I've seen other staff hired based on the experience they had listed on their resume, yet none of those have lasted for long because they didn't want to be part of our "family". And yes, my team does consider itself a family.

So to summarize - I guess it's trial and error in a way, but it's important to look at personality, not just qualifications. Take stock of the culture of the workplace, and try to find people that will fit in with that culture.

Answer 35

Just advertise.



The number of employers that whinge and bemoan that they can't find staff yet they



a) Don't advertise

b) Do advertise but do it in such a ridiculous way (demanding 5+ years experience for jobs) and want a part timer or something. **** on.

Answer 36

I heard about a guy that was a sales rep for a company who later started climbing the corporate ladder, he was doing such a good job that he was asked to hire 100 employee's just as motivated and hard working as he is. So he did it and when asked how to find such quality people he said at the end of the interview as the applicant was walking out the door which end does a cow stand up with first. If the applicant answered correctly he hired them. Just goes to show a high dollar education is not the only thing you need sometimes good old common sense can get you just as far.

Answer 37

I like word of mouth. If you have a reliable employee who has a friends looking for work then I usually go with that. Not had one problem in 8 years. local newspaper ads have been excellent for finding part timers and employment websites have been pretty good as well. Recruitment agencies have been useless and too expensive.

Answer 38

Pay a fair wage 5-15% more than the national average for that job including benefits and don't treat them like something stuck to your shoe. Listen to ideas and promote from within where possible.



I am not a fan of agencies. People who do their own job search show more initiative than people who just sign on with every agency and wait. Some do both and thats fine but hire them independantly. The committment you show to employees will be mirrored back by the good ones.

Answer 39

Utilize staffing agencies that have already pre-screened canidates for prospective employers. Make sure that whom ever you hire knows your policy about back stabbing and gossip. These two elements are the worst in churning up your staff. There is no business for it in the work place. I have experienced this first hand. Definitely put emphasis on punctuality. There is nothing worse than an employee not showing up for work for no good reasons. Perhaps you should put your employees on a probationary period so that you can analyize them to see if they meet your qualifications. Best of Luck!

Answer 40

I WOULD LOOK INTO MYSELF TO FIRST FIND I WHAT I WANT. DO A JOB FAIR WITH SOME OTHER COMPANIES. ARE YOU WILLINGLY TO TRAIN IF THE PERSON HAVE A WILLINGLY HEART? SOME QUESTIONS TO ASK YOU WOULD BE,1. WHAT ARE YOU LOOKING FOR WITHIN YOUR STAFF? 2. WHAT IS YOUR VISION (HOW DO YOU SEE YOUR COMPANY TWENTY YEARS FROM NOW)ABOUT YOUR COMPANY OR THE COMPANY? 3. WHAT IS YOUR MISSION STATEMENT( WHAT ARE YOU DOING)? WE, ALL HAVE TO LEARN TO DEAL PRODUCTIVE PEOPLE WHETHER WE LIKE THEM ARE NOT. IT IS WHEN THEY ARE NONE PRODUCTIVE THAT BECOMES THE PROBLEM.

Answer 41

ensure the pay is attractive enough for good staff and youre 90% of the way there

Answer 42

to get good staff you have to offer good money and excellent conditions, incentive packages for performance also work well, depending on the position and size of company to how much is in the budget

remember you only get what you pay for

Answer 43

The best way is through other contacts and referrals. When I can't find someone through a referral, I will juggle the department, promote from within if necessary, and hire entry level. They are usually hungry and willing to work so that they can make a name for themselves.

Answer 44

First step, you must check what kind people yr company need ? then you choose with the education & experience also the reference letter from other company.

Actually who is have to many experience and reference letter from old company with a standart bellow age so i think there is more better but it doesn't mine complicated personality which is less than 2 years on two company experience >>

Answer 45

Be a good employer!

Dont pay minimum wages

Provide coffee, tea, milk

Treat them like equals not lesser people

Speak to them in a nice tone

Give bonuses for working there (such as beers on a friday night and bbq every month).

Dont tell lies

Answer 46

I will be so glad when this question is resolved. It keeps getting in my face. You do not have any guarantees on employing good staff, anyone can fool anyone at any time, and then not be anything they pertained to be.

Answer 47

well have an interview : wid just four important quetions ?

Does ur cliend spend time wid family ?

Does ur client blieves GOD and praises Him ?

Does ur client Exercise daily ?

Does ur client sleep 8 hours daily because ?

If all these are " yes " then u should not go beyound these que. think if ur client is sincere wid family,GOD and himself then obviously he will be sincere wid u too if u pay him good ... I had this experiience I know

Answer 48

Go with your GUT!! I've been a recruiter for just under ten years now and you can call references, do drug screens, criminal backgrounds, personality testing...all that stuff that comes along with recruiting but if you go against your gut instinct it will come back and bite you at least 98% of the time.

Answer 49

I have been in the HR industry for the past 3 years and I have found that doing Group information sessions and group Interviews/discussions is the most efficient for me. I then follow up with a one to one interview. The sessions usually take up to 2 hours and approx 50 - 100 people attend. You can tell straight away how people communicate with each other, if they would be suitable in a team, and if they have confidence. I just recently ran one and employed over 30 great people. I got alot of great feedback from people who attended and said how much they enjoyed the sessions.

Answer 50

I have used various employment agencies but i only use them to cull out the non starters then i inter view the ones the have impress the agencies.I then do the final inter view.

Dont use news papers because you will need a person to answer the phone all day.

Answer 51

By doing a thorough background check. I would call reference and assure them it is strictly confidential before you start asking. Many companies are not allowed to give details of someone's work record. However, I would call Human Resources and ask them if this person was rehireable and ask them what they did on their job.

Answer 52

I found it's better to find people who have no experience and train them the way I want. They make the best employee's plus they are more eager to learn and preform and they tend to be more loyal. New's paper or walk into the unemployment office and sit down and talk to people waiting that need a job.

Answer 53

The best method of finding new personnel is by word of mouth from people already working at your company. They know what the company culture is and what is expected of their employees. Also they would only recommend someone they feel will match the company culture and meet the company expectations .

Answer 54

I actually agree with Glen... everything he said rings true... and FYI - I have used Seek many times in the past and will sdo so in the future!



"I found it's better to find people who have no experience and train them the way I want. They make the best employee's plus they are more eager to learn and preform and they tend to be more loyal. New's paper or walk into the unemployment office and sit down and talk to people waiting that need a job."

Answer 55

I've been hiring people for 8 years, and I haven't found a surefire way. I use everything, referrals, referral bonuses, newspapers, internets, job fairs, open houses, you name it.



However, having a great interview process and excellent reference check process is key.



No matter how I get applicants my favorite way of seeing if they are good for the company is to tell them everything that is wrong and every challenge they will face. That way they wouldn't be surprised if they are hired. If they back down or don't have examples of how they can rise to that type of challenge, then they aren't for the company.

Answer 56

The results Ive had by hiring from competitors has been very sucessful and it doesnt take alot of time. Money talks, and offer more autonomy

Answer 57

Find a good headhunter. Ask how they find people, if they say the internet, toss them out and find someone that will directly go into your competitors and take the best ones.

Answer 58

Being in HR for 15 years we tried so many ways to find that right person. When my company closed our office I was on the other end of the stick. Found out that newspaper is the last resort, Internet being first. Internet you local unemployement office website, post the job so if anyone has someone looking etc.

Newspaper as the last resort because the Job Club of the unemployment office tells people to apply for everything that interest you and usually if it's in the paper everyone that sees it will apply - qualified or not.

Answer 59

go to a bar right before noon and anybody in there drinking is a going to be a great member of your staff

Answer 60

I would go for someone who has a mature outlook. Be wary of the applicant who is full of themselves (this can sometimes be mistaken for confidence). Not hard to scratch the surface and find these types full of air. Check the resume carefully and question some of the claims...

Answer 61

good interviewing skills are a must, maybe ask candidates to undertake a short test to prove competency, make sure you ask the right open questions, and listen plenty, references can be a waste of time

Answer 62

Place anouncements in conspicuos places. Let applicants submit their resume. Choose from those who applied and give written and oral examinations. Subject those who passed for psycho exam. Those who passed will be subjected to background investigation. Choose from those applicants with clean or good records in the community.

Answer 63

Books are the best to learn the careers of successful individuals who has attained self-realization to build motivation and career plans.Employment is part of the experiences to carry out your personal endeavours. Research and learning directly from individual experiences would diversify your methods and tools like philosophy.

Answer 64

You can do the ad thing but in my experience when interviewing have the typical cookie cutter questions so that you have a constant to go by but have some additional questions as you are talking with them to get a sense of who they are and what they can bring to the company. One of the many problems with the cookie cutter questions is that it because rehearsed and everyone ask the same thing. You never know what you actually end up with.

Answer 65

First define the duties and responsibilities of the job, then the qualifications needed to accomplish the job. With this, you can go for the search via adds, posters, and in-office memos. Each applicant shall be screened based on your initial definition of the job description and specification. Remember, you won't go nowhere if the ladder is leaning on the wrong wall.

Answer 66

In this modern world we live in, we are all chasing our tails,

WE ALL HAVE AMBITIONS, DREAMS,AND WANTS.

some are not as big as some but noless important,

WE AS A HUMAN RACE NEED TO STOP -----,AND CHECK OURSELFS FOR WHAT WE REALLY ARE.

FOR HOW LONG HAVE PEOPLE BEING DIEING /STARVING

AND YET I SEEN THIS EMAIL WHERE THIS SHEIK HAS A HOUSE TOTAL OPPULANCE

Answer 67

well in my opinion is, to keep in open mind about people,

the best way of knowing what type of person they are is

how they dress because appearance is everything

there attitude, and people who ask questions thru the interview

are pretty swicthed on these people you have to watch out for as some will join a union to protect themselves which is good if they want to keep things professional but you also have to mind what you say and so around them,

ask them what there hobbies are,

try to find out what it is that they enjoy,

this will determine what they do outside of work and weather they will be responsible,

for instance if they like drinking, and going out, then you can see that maybe that this person might not be so great,

older people are better to hire more so then younger people

as younger people are only worried about the money, and how they are going to spend it on the weekends, then show up drunk at work,

Answer 68

1.Have a experienced person of the same profession ask the correct questions at an interview. Instead of some wet behind the ears pencil-pusher who needs his mums permission to scratch him or herself!!

2. Foresight in customer service, ie; politeness, professionalism and good manners. As well as appearance in ones self.

Answer 69

a thorough background check.

No friends or relatives or friends of either. (Big headache there)

check all references. then go back a few days later. and

re-check those same ref. using a different comp. name

Answer 70

I think it is important to broaden your horizons...I'm not sure what industry you're in and if this would work i your industry, but considering people like mature-aged people and disabled people can be a positive. I worked in the hospitality industry and they tend to hire young people, but a mature aged person, who can find it hard to get work because of his/her age, can bring a much needed strong work ethic and productivity to your business or company....think outside the square!

Answer 71

Firstly pay them standard rates. Cheap staff give you cheap labour. Ask people you jknow in case they know people. This advertises your business as well. Try free methods first, they can uncover good workers. Advertise in work place window and anywhere that is public. Use letter head to push your Company. If you cant find this way, advertise in employment bureau and papers.

Answer 72

sure the paper stuff is important, but be careful to observe how a person carries themself-it shows alot about how they view themself, and humans in jeneral, and can be a beneficial observation in the interviewing process

Answer 73

ching ching!!!!!!!

Pay peanuts and you will always get monkeys my friend......

ever heard that saying before??????



My advice is to offer a decent work environment and pay well, the good ones only apply for the good jobs.



I am always looking for new jobs on seek and mycareer, I am a tradesperson, I make 100K and more, I am not going to apply for jobs advertised offering 50K, some monkey can have that one i wont waste my time on it.

Answer 74

i think you have to choose your close people or close friend to be your staff cause sometimes they can be so help full more over if they do some mistake, it's maybe so easy to discuss and you two more easy to understand each other. okay!

Answer 75

it depends the section or post of the staff to be selected.

Generally,

1) we have to know his knowledge.

2) we have to check how he handles problems normal&abnormal

3)How much time minimum required to complete

4) any suggestion for more ecnomic ,qualitative solutions

Answer 76

If you already have employees ask for referrals from them, some of them probably know someone who wishes for a better job.

Answer 77

finding experince staff is very difficult we have to watch them in the interview how they talk means their stability and look in their eyes weather they r confident or not

Answer 78

To find someone who is desperate to work and teach them what they need to know to do the job, if they are not experienced, thus giving them the chance to prove themselves. People like these are more eager to please, than the high and mighty know-it-alls.

Answer 79

definetely by adverts in local newspapers and internet careers websites. The way to attract people is to be lenient with experience required (if possible) and the show the remuneration package

Answer 80

Try to be happy with your staff, and praise for their good work and co-operation. Try to avoid small things which can create problems

Answer 81

The best staff has your interests at heart and knows that their importance is to be an asset to your company. Someone who needs to work and enjoys what they are doing,with goals of making the best of what they have to work with. A happy employee will give more to the company than one who hates their job and don't look forward to coming in everyday. Money always helps to make an employee thrive to be all they can be, so giving extra bonuses for extra work or great work proformed is a insight to making the most of staff. Placing ads online, in papers, on radio or tv with what you want from staff will always give more replies to your needs.

Answer 82

Take the application, call the references, ask some direct questions, do a background check, check the court records to see if their name appears there and under what circumstances.

Answer 83

My Company found me on Craigslist.com. Its a great website

Answer 84

Don't hire someone because you are desperate. Wait for the right person and bite the bullet being short of help.

Connect with the person. If you have a reader board, place a help wanted on it. Ask friends and good customers. Your help represents you, so don't accept someone just because you are short of help. Always keep interested parties names handy and keep in touch.

Answer 85

the best way is to advertise or go through a recruitment organisation they do the hard work for you!

Answer 86

Your question is too general. You don't look for a secretary the same way you look for a truck driver.

I read the answers and I can make them sound silly by changing the job description.

Answer 87

the best way that you can do this is to go through a recruitment agency. thy do most of th hard work of finding you someone suitable fot the postion.

Answer 88

Trial and error........Use a temporary staffing firm and the people that don't hold up to your standards you can just send back to the firm, and the people that do hold up to your standards you can hire full-time.

Answer 89

just have to be good at rating people you interview thats about the best way

Answer 90

Use your network!! Those you trust will often recommend a good employee.



For younger employees in retail, I've used local church youth groups.



For older employees, especially those who are highly skilled/educated, again tap your net work.

Answer 91

Just a little tip - Dont hire friends or family unless you totally can handle the consequences!

Answer 92

I have had good luck hiring from within. In many cases you already know them or know someone who knows them.

Answer 93

1. employee referrals

2. career fairs

Answer 94

advertise widely.In as many media as your budget allows..Go too schools as in high schools and other forms of higher education.

Answer 95

in my opinion there is no sure way to check ,,, best way is one on one interviews you just have to know what questions to ask ... but checking references is also good .

Answer 96

old people who worked all their life is your best bet they learn the they trust older people young ones who dont even no their being learned im 60 i know

Answer 97

A word to the wise. Great employees are not found. They are made. That requires good management and leadership. Now ask yourself, what is your contribution to this process and how can YOU improve.

Answer 98

Checjing refs is a waste of time. Use your judgement in the interview, then do your best to keep them. You have to treat your employees with respect otherwise they will turn out 'bad'.

Answer 99

they need to know what they are doing, they need to have a bright side to them(humorus). and make sure they like what they are doing!

Answer 100

If the candidate is

changing companies every six months, or

does not give his ex-boss as reference, or

does not have experience in the line,

he abuse his previous company,

Pl do not consider him / her.

Answer 101

top management stanton chase/blue steps/nitron circle of experts

Answer 102

Don't be scared to fire. Every one needs a chance

Answer 103

Poach !

Especially from family run businesses.

If gifted staff are not related to the boss, they have no future or opportunity for promotion ... not the way you can offer it to them.

Answer 104

Nepotism...

Answer 105

If you treated them right, they wouldn't be hiding from you.

Answer 106

Selection at Job fare, is quickest way to pick 1 or 2 or 3 or 4 or 5 or...................................your need, simply as per your hunch !!

Answer 107

for that i did not have such an experience

Answer 108

Be a good employer...

Answer 109

pay top money,you will get the best workers.word of mouth will then take care of the rest,re:cream rises to the top.the best workers will come to you.

Answer 110

if you dont like them fire them!



try getting young kids. they work cheap.



try picking some one who wants to work.

Answer 111

go to the opposition businesses as a client.

if you like what you see then offer more money to come and work for you.

Answer 112

look

Answer 113

umm... i dunno.