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How to hire


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We have a need for help. How do others go about hiring employees. I've been a maintenace manager in a previous life so I know the nuts and bolts. I currently have employees but its mostly been in the family. Do you advertise in a newspaper? Online? State unemployment office?

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Be sure to have them give you in writing all their supposed experiences and qualifications so you can refer to them at the end of 60 days to see how they agree with what you have experienced.

 

You can't do enough background checks today, drug testing should be a must, references are seldom worth much, investigate on your own, esp. for number of workman comp claims or arrests. 

 

When advertising be prepared for 98% unqualified, undesirable, inexperienced. which will consume a lot of time on your part. 

 

I always found word of mouth within the industry, other employees, and we tried hiring Vet first if we could at least they could take orders. 

 

Can not be careful enough if they are going to run equipment, be near your money, or come in contact with your customers.

 

Very glad not to be hiring any longer myself. 

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Be slow to hire, and fast to fire if need be.

I would put it out to friends first that you are looking for someone.

What type of work will they be doing? Do you have any trade schools locally?

Starting out cutting stock (saw, hand shear), punching, marking. Stuff to free up my daughter and me to forge. Closest trade school is in the next county

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This is a tough one. I've been going thru this dilemma for years. My best and longest employed people have come from our local community college metals program. Almost all were still taking classes so could work only part time during the school year, but full time during the summer. I had a 9 yr and a 10.5 yr employee and both have moved on. Last yr, the 10.5 yr employee quit at the end of June and I was pretty much w/o help for the remainder of the yr. It made me feel my age and realize I couldn't go it alone with the volume of work I have.

Fortunately for me, a metal shop in the area closed and I was able to hire one of the employees. I was somewhat leery at first expecting bad habits etc, but the guy (45) has become a tremendous asset, and I don't have to start from ground zero.

So, that being said, keep an open mind and be positive.

John

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  • 3 weeks later...

I read an article on hiring practices at various firms and one firm was noteworthy for getting "good hires"  and that was Google.  They tracked hiring practices across the firm for years to figure out what made the difference.  They eventually determined that previous success at a similar position was the single greatest indicator of a good hire.  Interviews largely served to let the existing staff pick people they thought they'd get along with, not necessarily good workers. 

Along those lines, I think I've reached a point where I'd ask a person what matters more, outcome or intent?  I wouldn't hire anyone who answered intent because folks dedicated to good outcomes have the right intentions, the reverse is less often the case.  My firm has let go of several workers with bad attitudes they'd quickly justify by their "good intentions".

Growth is where lots of firms hurt themselves, it just takes them a while to find that out.  Bigundoctor's right on the money about keeping your business agile.  That being said, I've found that a culture of excellence at a firm can do more with less.  In this case, having an excellent in-house training program means you could hire an apprentice with less risk than taking on an experienced worker.

Colleges aren't always committed to sending qualified people into the job market.  Some larger firms have moved to testing applicants in lieu of requiring degrees as a result.  That's something you might consider yourself.  Testing the skills you'd rely upon for a person in that position might get to the best applicants for you.

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I can't top the advice of the other gentalman, but don't overlook under utilized labor pools, voc rehab can hook you up with a "disabled" worker that needs "special" supervision. But if your used to working with family a vet with PTD, or a person with bipolar illness could prove to be a great asset. As could a person with a traumatic brain injury. Persons on parole that are not repeat offenders may not be bad either, tho like the mentally Ill you have to be very selective. But giving some one a second chance when others would throw then away can garner unparalleled loyalty. I would say that drug testing, on a regular basis is called for across the board. Drugs, and the culture around there illegal nature just creates to many liabilitys.

seniors are another underutilized resource, some are contakerus and resistive of change, but others can provide a work ethic that is unknown to the last few generations, not to mention decades of experience, a retired farmer, or ships engineer would amaze you as to work ethis and skill set. 

As you mentioned your daughter, certainly don't overlook woman, single mothers can be "motivated" workers. Especially if you can help with "daycare" and are willing to except the fact that they take more sick time ( dads just don't stay home with sick kids as often as moms).

if I was in the area I certainly would give you a chance to hire a "crazy"person, and could recommend 2 single mothers that would make good hands. 

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Personal bias alert: I would go to your local community college or trade school welding/metals program and talk to the Instructors. They may or may not be allowed to give personal recommendations on individual students on the record, but they can usually pass along job openings to likely candidates. IIRC, Ries Niemi got some of his best workers by going after winners of inter-school competitions.

Big companies and corporations are notably risk averse in their hiring practices, and can cherry pick in today's market. The most under utilized groups are folks with prior records (some decades old) and those seen as 'damaged goods': vets with PTSD, LGB individuals, hearing impaired, etc. I see lots of students with loads of talent get passed over for reasons that have absolutely nothing to do with ability or work ethic.

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