Finding the PERFECT EMPLOYEE (A Four Part Series) — PART FOUR
SELECT the right candidate. Be sure to hire to your culture.
Of course, that goes back to knowing what your culture is, and what you need. Personality styles do absolutely make a difference in the long run. If employees don’t get along, they’ll move along – to another job. Don’t be afraid of having to train the “right” person! There is plenty of training help available, you just have to choose someone with initiative to learn! Listen to opinions of others who interviewed; their impressions will be very valuable. Trust your instincts.
Whew, you’ve finally decided on someone. Now you have to HIRE them!
Make a competitive offer. You can only be competitive if you know what the market offers. A competitive offer is one that is reasonable and enticing. It should be at or above the market, never under it. If you are interviewing and selecting well, you’ll do well to offer something that is hard to resist. After all, you’ve worked hard to find just the right person. Show them you are serious. Build a complete remuneration package, including:
- Salary
- Bonus or commissions
- Benefits
- Perks
- Opportunity for advancement
When you make an offer, it’ll include three steps. The verbal offer is first, and negotiations will follow. Don’t forget soft offers, like allowing them to have three weeks’ vacation from the start, if they’ve just passed that important threshold at the firm where they are now. These types of perks are great for negotiation, especially if you’ve maxed out your direct compensation dollars. You should also make a written offer/confirmation of terms accepted once the candidate says yes. Do get help for these letters or any employment contracts or non-piracy agreements from IIABA, or your industry association, attorney, or HR specialist.
You’re done “FISHing!” But once you “catch” them, you’re “On The Run” to: orientation, training, and retention. But that’s another story!
