Best Practices for Hiring Employees at Your Practice - New Laws, Changes to Employment Agreements, & Need to Know Information Before You Hire Your Next Employee
- Published: May 2011
How do you make the perfect hire – and avoid a match made in Hell?
You want only the best for your company. That means hiring the best people. Make sure you're bringing in the best of the best with tips from Great Hires – Every Time.
Hiring the “perfect” person can be a daunting task. As a manager, you probably want to get it over with and get back to work. The hiring process is time-consuming, exhausting and distracting. Yet if you make a mistake, the consequences could be damaging … professionally and financially.
An applicant may look great on paper, but does he have the skills and winning attitude you’re looking for in a new team member? And how do you penetrate the façade of a well-rehearsed applicant to find out exactly who he is?
To help you get to the bottom of this, we’ve published a special guide: Great Hires – Every Time. We’ll examine the hiring process, from attracting qualified applicants on through making the offer to the No. 1 candidate. You’ll win the hiring game every time you have to play it.
Great Hires – Every Time examines and organizes the hiring process for you, taking the sting out of this often-painful task. With this comprehensive guide, you’ll make the right decision, every time.
- Your definition of the “perfect hire” – and how to find her
- The most common mistakes made during the interview process
- How to assess an applicant’s attitude toward you, your company and the job
- How to collect vital background data quickly and painlessly
- How not to get snared in a Catch-22 when checking references
- Sure-fire ways to beat the competition
- How to negotiate salary and benefits
- Warning signs that indicate trouble ahead
- Legal do’s and don’ts: topics that could land you in legal hot water
- The six-step process that will lead to your final hiring decision
- Why you should always review the job description with your current staff
- And much more!
Great Hires – Every Time contains valuable tools that have been designed to guide you right to your No. 1 candidate. These tools include:
- A skills-ranking chart
- Telephone evaluation forms
- An attitude meter
- A sample release form
- A résumé checklist
- Candidate evaluation sheets
- Sample ads
- Sample interview questions
Hiring is only one aspect of managing well, but it’s the most important task you have. If you don’t select the right employees, no amount of good management will turn them into valuable members of your team. And as many experts now believe, hiring the person whose enthusiasm for the job equals (or even outweighs) his skills may be the key to job success.
Great Hires – Every Time focuses on how to assess the attitude of each applicant, whether you’re scrutinizing a résumé, conducting an interview or making reference checks. The hiring game can be won if you’re armed with the proven techniques and innovative strategies offered in Great Hires – Every Time. SHOW LESS READ MORE >
Introduction: Hire or Misfire?
A Match Made in Hell
Checking the Hiring Meter
When a Mismatch Occurs
Finding the ‘Perfect Hire’
Part I. Starting Your Search
1. Hiring for Attitude
‘Just Do It’
2. Defining the Job
Analyze Each Task
The Legal Side
3. Cover Letters and Résumés: Reading the Fine Print
First Impressions: The Cover Letter
Résumés With Attitude
Interview Questions Culled From a Résumé
4. Legal Minefields in the Hiring Process
Civil Rights Act
Pregnancy Discrimination Act
Age Discrimination in Employment Act
Americans with Disabilities Act
Legal Do’s and Don’ts
Part II. Interviewing: A Six-Step Process
5. Step 1: The Initial Screening Phone Call
Rehearse Before You Call
Before You Begin the Phoners
Receiving Calls From Applicants
Telephone Screening Form
Telephone Evaluation Form
6. Step 2: Testing
Physiological Screening Psychometric Screening
Other Types of Tests
7. Step 3: The First In-Person Interview
During the Interview
The Best Questions to Ask
Ask the Right Question
Avoid These Mistakes
Caution: Trouble Ahead?
The Attitude Meter
After the Interview
8. Step 4: Conducting a Second Interview
Explain the Mechanics
Should You ‘Do Lunch’?
Interviewing as a Group
Hiring a Team Player
9. Step 5: Reference/Background Checking
Background: To Check or Not to Check
Getting Beyond ‘No’
Finding the Best References
Streamlining the Process
Top Reference-Checking Questions
Sample Release Form: An Employment Statement
Are They Valuable?
10. Step 6: Negotiating Salary and Benefits
Making an Offer
‘It’s a Great Place to Work!’
11. Save Time – Don’t Reinvent the Wheel
Conclusion: Not Hit-or-Miss