As we continue with our roadmap for success, we move on to the issue of
hiring employees for your new enterprise. Hiring new employees is another
example of a critical situation facing startups that if not handled
correctly from the onset - will probably never be rectifiable. In today's
Internet paced world, time is everything. Many new companies simply do not
have the time or the personnel to properly hire new employees. Yet, a proper
investment of your time during the hiring process will save you a lot if
time in the future, and more importantly will prevent major headaches and
even catastrophes for you and your company. Today's Enable provides you with
some tips that will help you hire the right person for the job. The key is
to invest a little time now - to save a lot of time later on.
What Is The Cover Letter Like?
Most companies try to weed out candidates as quickly as possible. A good
method for doing this is via the cover letter. Does it show that the
candidate investigated the firm in any way? Are there spelling or grammar
mistakes? If it was faxed, was it sent from the potential employees current
place of business (check the header of the fax)? Is there some kind of a
statement that stands out and demonstrates that this candidate is serious?
Is the cover letter a little too haughty? No cover letter at all could be an
indication of either laziness or lack of experience. A very well done,
professional cover letter is an excellent indication that the candidate is
serious.
Resumes Are Sometimes Wish Lists
It is very easy for almost anyone to put together an impressive looking
resume. As you review a potential employee's resume, take nothing for
granted. You must check each and every "fact" very carefully because many
items may be exaggerated or even a figment of the potential employees
imagination. A friend of mine once told me that his rule for drafting a
resume was - "if it could have been true, I put it in."
Check References!!
One of the most important, yet often ignored ways of insuring that you hire
the best person for the job is to check their references. Use the telephone
and email to contact each and every reference and try to learn as much as
you can about the prospective employee. Other than simply checking to make
sure everything on the resume is true, you should also ask questions like:
- What is the candidate's greatest asset?
- How did the candidate add value to the company?
- How did the candidate interact with co-workers?
- Is there anything negative you can say about the candidate?
- Why did the candidate leave?
The most important question you must ask is: "Can you give me names of other
people at your company, or outside of the company (like clients or suppliers),
whom I can speak with?". This will help you learn more and
will enable you to deal with "cherry picked" references.
The Turndown - Be Professional
It is highly professional to send out "rejection" letters to all candidates
that sent you their resumes. Most companies, especially those in Israel fail
to do this. Business is all marketing. The candidates that you have decided
not to hire - for whatever reason will all most likely find jobs at other
companies in your industry. Do not use obvious form letters and the like. If
you do not have time for a professional letter, at least send an email.
Israel is a very small country, and your paths will cross with many of the
candidates. Your reputation is very important and a professional turndown
can pay off in the future.
Next week we will deal with executive search firms and with using the
Internet to find potential employees.
Published by Israel's Business Arena on January 10, 2000.