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Digg it UP - A Simple Employee Retention Tip: Try Before Your Buy
As your cleaning business grows, one of the first things you will have to do is hire employees. Of course, this means that you must decide on how much you are going to pay before you start interviewing and hiring new cleaning staff. As a business owner you may have times that you
4. See them in a social setting
It’s important that a new member of staff will fit in well with your existing team, so tak
Back in the days when Super Bowls were numbered in single digits, and teams like the Packers and the Steelers reigned supreme, there was a legendary coach by the name of Vince Lombardi.He shared some interesting thoughts about the differences between winning and losing, and
One of the key reasons why people leave is that they are not suited to a particular role or company and are looking for a more suitable position.
ALL of the following are win-win scenarios where both the candidate and a business get to test out whether they are the right fit for each other or not.
1. Temp to perm
Take staff on a temporary contract with a view to it becoming permanent (say after 3 months) if you both find you are suited to each other
2. Probation period
Ensure every permanent recruit joins you on a 3-month probationary period so that you can release them if they fail to meet standards or don’t fit in (they’ll probably be wanting to leave anyway)
3. See people in your business before you offer the role
As part of the selection process, I encourage businesses to bring candidates in for a half day so they can see what it’s ‘really like’ and you can see how they get on with your team
4. See them in a social setting
It’s important that a new member of staff will fit in well with your existing team, so take
“What business are you in?” This is common question heard from local chambers to networking events throughout the country. Standard replies include manufacturing, production, retail, sales or professional services.However, even though most companies’ successes are the res
1. Temp to perm
Take staff on a temporary contract with a view to it becoming permanent (say after 3 months) if you both find you are suited to each other
2. Probation period
Ensure every permanent recruit joins you on a 3-month probationary period so that you can release them if they fail to meet standards or don’t fit in (they’ll probably be wanting to leave anyway)
3. See people in your business before you offer the role
As part of the selection process, I encourage businesses to bring candidates in for a half day so they can see what it’s ‘really like’ and you can see how they get on with your team
4. See them in a social setting
It’s important that a new member of staff will fit in well with your existing team, so tak
We are reminded almost daily of improvements in the labor market and that jobs are now available, even if not plentiful. More workers than ever are quitting their jobs, worn out by the efforts that have been required over the past 5 to 8 years to be as productive as before with ha
2. Probation period
Ensure every permanent recruit joins you on a 3-month probationary period so that you can release them if they fail to meet standards or don’t fit in (they’ll probably be wanting to leave anyway)
3. See people in your business before you offer the role
As part of the selection process, I encourage businesses to bring candidates in for a half day so they can see what it’s ‘really like’ and you can see how they get on with your team
4. See them in a social setting
It’s important that a new member of staff will fit in well with your existing team, so tak
Conducting a background checks serves many purposes. They enhance security in the workforce, reduce turnover, and minimize the occurrence of employee theft. Apart from this it also leaves a person with the peace of mind in knowing that they have made the right decision in the hiri
3. See people in your business before you offer the role
As part of the selection process, I encourage businesses to bring candidates in for a half day so they can see what it’s ‘really like’ and you can see how they get on with your team
4. See them in a social setting
It’s important that a new member of staff will fit in well with your existing team, so tak
A business card is an ideal partner to getting your business recognized by potential clients. Business cards can be created online through a variety of templates for you to choose from. This makes the process a lot easier when you can choose a business card template and then custo
4. See them in a social setting
It’s important that a new member of staff will fit in well with your existing team, so take them out for a meal or drinks before signing them up
5. Work experience & internships
Students are crying out for practical experience, so look at setting up work experience and internships with local schools, colleges and universities. The students gain real experience whilst you can try them out and see if they are right for you in the future
6. Build tests and role plays into your selection process
If appropriate, build aptitude, numerical and computer tests into your selection process. Use role-plays to see how potential recruits handle real situations
Not all of these are practical for every business or every hire – but the key is to ensure that you maximise the opportunity to try someone out before offering them a permanent role.
For whatever reason, large numbers of the workforce are in jobs they dislike or are bored by. These people
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