How To Hire Great Employees, Not Just Great Applicants Presented by: Mike Terrell, President OVR Equipment Sales & Rentals, Inc.

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Introduction Despite the lofty mission statement, most companies go out of their way to make sure hiring is not #1. It doesn't have to be that way.

Objectives: Building a hiring system Improve and expedite the hiring process Successfully identify and hire a great employee

There is no magic bullet It takes time and effort to build a great hiring system Know what you want and need! Do not settle!!! The only thing worse than needing help is having bad help Avoid the “live body” syndrome

Recruiting your ideal candidate… Getting the word out Well-written employment ads Pre-screening The interview process Aptitude and personality assessments The system

Where do I find them? Don’t put all your eggs in the same basket Craig’s List Career Builder, Monster, Indeed, etc. Head Hunters, Recruiters Social Media Industry Referrals Employee Referrals Your Website (join our team) This is BIG

Writing a job description A job description that tells potential employees the exact requirements of the position is useful. Even more useful is the process you use to develop the job description internally and the behavioral characteristics of your ideal candidate. Sound like a lot of effort? It is! But, you will have a much better idea about the characteristics of the ideal candidate you want to attract to your company when you do this!

Writing an ad that gets the attention of the right applicants Highlight the upside, but describe the complete job State the salary and benefits Be dynamic! You are selling your company and the position Use pictures, space and links if available…there is almost no limit to your text in most online employment ads

For fun

Saving time by prescreening prior to the interview… Resume pre-screeners will cut back on unqualified applications Make sure they meet your minimum requirements, don’t interview “maybe, if’s” The phone interview is a great tool to further save time Compensation

Being prepared for the interview and asking the right questions… Do you have favorite interview questions that you ask each job applicant at an interview? If so, you’re not alone. If not develop 5 NOW!! Seasoned interviewers develop a short list of questions that quickly tell them what they need to know about a candidate’s job skills, job fit and potential cultural fit. I have my best interview questions too.

Top 3 Questions – Question #1 Interview Question: What prompted you to apply for this job? What interested you the most about this position? Goal: You want to know what the prospective employee is most interested in related to your position. The answer will tell you about what motivates the individual and what is important to the applicant. Do not except standard answers!

Top 3 Questions – Question #2 Interview Question: What are the first three things you would do on the job if you were hired for this position? Goal: You will gain an understanding of what the applicant deems important, their understanding of the requirements of your job, and how the candidate approaches a new situation.

Top 3 Questions – Question #3 Interview Question: Will you clean restrooms? Goal: Watch for their response. What they say is not as important as how they say it!

Interview mistakes to avoid! Unprepared, unorganized, the 5 minute prep Looking at your cell phone, CELL OFF Checking social media Too much chatting…stay on topic, 80/20 Rule Personal preferences

What characteristics are you looking for?

Hire the Smartest Person You Can

Top 5 Attributes Smarter Team player Accountability Flexibility Passionate Driven

Know the applicant’s limitations… Square peg in a round hole "People don't change that much. Don't waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough." Looking for someone who will work well with people? Then hire an individual who has the talent of working well with people. You are unlikely to train missing talents into the person later. The recommendation? Hire for strengths. Don't expect to develop weak areas of performance, habits, and talents. Build on what is great about your new employee in the first place.

Compiling a short list of candidates They must meet my requirements Does the candidates’ current notice period/availability allow for the start date I had in mind? Do they live within commutable distance? Are their salary expectations within range?

Now what? Now that you’ve identified a few great candidates and maybe even done a 1 st interview, you must still find the great employee in the group. You may have a gut feeling, but gather some data to back it up: Behavior assessments Personality assessments Competency assessments Drug screening Background checks

Decision time…making the offer Don’t be afraid of paying the right person Design the benefit package around the candidate Make the offer based on what is important to the candidate

Hiring Principles When in doubt, keep looking! If you are not absolutely certain this is the right person for this job, then keep looking. Don’t waste 6 months only to start the process over again!!! When you need to make a change, MAKE IT! Do not procrastinate or make excuses! The best people do not need to be tightly managed. Trained, guided, led …yes. No system will overcome this.

Pay better than your competition Yes, you do get what you pay for in the job market. Survey your local job market and take a hard look at the compensation people in your industry attract. You want to pay better than average to attract and keep the best candidates. Seems obvious, doesn't it?

Use benefits to your advantage when recruiting employees Keep your benefits above industry standard and add new benefits as you can afford them. Educate employees about the cost and value of their benefits so they appreciate how well you are looking out for their needs. Flexibility and the ability to balance work with other life responsibilities, interests and issues is what is treasured by most employees. You can’t be the employer of choice without a good benefits package that includes standard benefits such as medical, dental and vision insurance, as well as retirement benefits.

On a final note… Build it and they will come! Continuously upgrade your personnel! People are who the are! Keep your best people, no matter what! Remove your least productive people ASAP!

Thank you for your time today! Please feel free to contact me for additional information or questions at: Download today’s presentation and get additional resources at: Or Visit Us at BOOTH #407

How To Hire Great Employees, Not Just Great Applicants Presented by: Mike Terrell, President OVR Equipment Sales & Rentals, Inc.