Tag Archives: hiring

Don’t hire employees

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I don’t like ‘employees’. The term has become synonymous with lazy, entitled, arrogant, bossy, arrived, filling in the time, doing the minimum, and getting by. I know a few exceptions, but they seem to be just that. Consider some other options the next time you are getting ready to spend money on people as a solution to your challenges…

‘Intern’ – Short term, on the team to learn and hopefully you will get an equal return on output for the time you invest in their development. Either pay them well or have them raise their own salary because your organization is just that awesome. Be sure to limit the experience between 90-180 days. Keep them if their great and always be hiring new ones… this is the place to find your best talent.

‘Contract Labor’ – 1 yr. contracts or part-time employees who can be taken off the books within 30 days. This position gives you the flexibility and the latitude to look for the very best people to have on your team. Now more than ever there are plenty of options. Why be in a long term relationship when you just aren’t sure? Even if it costs you more monthly, you can save yourself by not having health benefits, retirement and a whole host of other administrative chores, expenses and commitments if you work the deal well. A termed contract will keep the person on their toes to continually deliver their best.

‘Leader’ - This person is worth a salary and a commitment. They have demonstrated the value in one of the other 2 positions (ideally both) and you don’t want to see this person get snatched up by someone else for a lack encouragement, compensation or commitment on your part. Leaders move you ahead, they don’t just maintain systems. They solve problems, develop strategies, define and achieve wins.

‘Partner’ – A rare breed, this person is ready to sacrifice and they love the mission almost as much as you do. Partners demonstrate an ‘all-in’ mentatlity. Beyond the attributes of a leader, they have chemistry in team dynamics and make the place better by being a part of it. Not all partners have to be seen as indispensable, but certainly they bring unique contributions to the table, are highly committed and are trustworthy.

resume tales

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The tale of 2 resumes & their associated references:

I was hiring for an open position. 2 candidates came as technically qualified per their resumes for the job. 
Candidate #1 - Sent 3 references, with multiple points of contact along with the resume. 

Candidate #2 - Sent no references, but since I had time & a little interest, I requested the information from the C2, to which I received back what I needed – names, #’s, context for employment (in a timely fashion).

Called on C2 references first. First call amounted to leaving a voicemail. Called the second reference, again left a voicemail. Called third reference on the list, no voicemail even available. Put resume down and moved on with biz and life. After 3-5 days, I email C2, detailed my attempts to contact references and recommended C2 have them call me, which I even facilitated with my personal cell #. I never heard from ANY of the references for C2. 

Started calling on C1 references. Dialed first call… it got picked up immediately. Stated my reason for calling and the reference wanted to call me immediately back from a line where she could hear better. The phone conversation that followed literally floored me. Suffice it to say I have NEVER heard a more positive reference about an interview candidate. The reference used was positive, energetic, effusive with praise AND C1 was still working at her place of employment doing stand out work. The reference did NOT want to lose her current employee BUT she desired for the employee to keep moving on towards their dreams & career aspirations. REMARKABLE! To make sure it wasn’t a fluke, I called reference #2 on the list. Dialed, Answered…. same EXACT experience in the second conversation but different employer, different company, different type of job. C2 no longer worked their but the reference wished they did. This reference was only the second best reference I have ever heard because I just got off the phone with the best reference I had ever heard. 

Impact References: (Yes, we do check, as should ALL people worth working for.) 
  • Don’t make me ask for the references (translation to me = they don’t know you are using them AND/OR your current employer doesn’t know you are looking to move on)
    • + Make sure that are easy to get a hold of!
  • Choose people who are:
    • interested and ready to give a reference about you
    • desire for you to still work there even if you are moving on
    • positive about YOU!
    • can detail your strengths
    • endorse your work ethic
    • identified that you worked hard to learn your job
    • honest about your areas for needed growth
C2, whose references came through, finally decided to send me an email follow-up which I have included here, in its’ entirety, for your enjoyment:
     “I don’t think it’s very professional to contact my references, then never contact me about the      position. Or even follow up with an email informing me on any decision you had made.” – C2

Are you wondering why C2 is unemployed?