The 5 Hiring Best Practices For Every Small Business

You probably don't need a reminder, but it's already the
4th quarter of 2006. The year is more than 75 percent up.
So have you accomplished 75 percent of your important
productivity, sales and revenue goals?

If you have, congratulations. If not, what are you doing
to make this your best year ever?

Whether you still have the motivation to meet your
potential this year or you've given up and are waiting
until 2007 to take the necessary steps, this article
contains the quickest and easiest way to improve the
productivity, sales and profitability of your organization.

Stop Waiting Until All Else Fails:

I'm sure you've tried just about everything this year to
increase the profitability of your company from updating
technology to modifying marketing to reorganizing your
systems. All in attempts to improve the motivation,
teamwork and productivity of your people.

Chances are, none of these costly endeavors have been as
successful as you'd like. The main reason is you still
have the same ineffective people operating the new
technology, servicing your clients and running your systems.

Your competitors that have become the most respected,
productive and profitable businesses in your market have
realized a very important fact. Productive systems do not
make you profitable. productive people do.

Hopefully you'll be able to realize this before every other
attempt to increase your productivity and sales has failed,
drained your revenues and left you felling helpless. To
meet your important goals, don't wait any longer and
replace your unreliable, unmotivated, unproductive team
members with TOP Performers.

The 5 Hiring Best Practices:

To grow your business and meet your important goals, you're
going to need TOP Performing employees in every position.
Not just someone above average that meets your expectations
half or most of the time, but someone that will become five
to eight times more productive than average employees.
Studies have shown, that's what the TOP Performers in a
position are.

To fill your team with the most productive employees, here
are the five hiring best practices:

1. "Active" Recruiting Strategy Don't wait for TOP
Performers to find you because they wont; unless you are
already one of your market's leaders. Classified ads,
general web boards and employment agencies are all
"passive" recruiting strategies and will give you "passive"
job seekers. To attract the best employees in your
industry, you're going to need to actively recruit.

2. Legal Job Descriptions If you haven't developed job
descriptions for every position in your company, you're
setting yourself up for a lawsuit. No, they aren't
required by law, but they are usually your second line of
defense in a trial (first is a file on every employee). In
hiring, they will also help you present to candidates
exactly what is required to get a job in your company.

3. Productivity Standards with "Job Success Patterns"
Whereas job descriptions are the basics, "Job Success
Patterns" are the specifics. In these you present to
candidates what is required to keep their job once hired;
or your productivity standards. More specifically, what
makes your current TOP Performers so successful in regards
to their skills, internal motivators and natural behaviors
and then making these the minimum requirements for
employment.

4. Lead, Behavioral Based Interview Questions If you ask
the same questions your competitors are asking, you'll get
the same answers they are getting too. Mainly because most
organizations ask the same 10 interview questions that your
candidates have learned how to answer in books, courses and
through agencies. Lead, behavioral based interview
questions start with "Describe a time.," and "Give an
example of." and end with something job related.

5. Pre-Employment Culture, Team & "Job Match" Assessments
Since "luck" is not one of the five hiring best practices,
you need to do all you can to remove instinct and emotion
from your hiring decisions. As much as you may hate to
admit it, your instincts have been wrong in the past and
they will be wrong in the future. Most of the fortune 500
and virtually every market leading organization (no matter
the size) uses assessments because studies have shown they
can increase your hiring success rate of TOP Performers by
up to 500 percent.

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Grant D. Robinson is the President of People Values and the
Author of the Market Leadership System. To improve your
"Hiring Success Rate" of TOP Performing Employees, watch a
free, 5-minute, on-line video at:
http://www.peoplevalues.com