There is no denying that in order to build a great business, you must have a great team of employees (both office staff and technicians) in order to accomplish true success within your contracting business.
The ability to rely on your team has a profound impact on your overall profitability and long term success. It's all about the ability to delegate tasks to those who have the strengths to accomplish those tasks with ease. I mean let's face it, no one can do it all especially when you get to a certain level and size.
As demand for your product and service increases, so does that of your time, money, energy and efforts. This is where hiring the right employees makes the biggest difference but there is a science to doing it right and that is where the 7 C's come into play.
Leaders tend to view new employees as an investment and anticipate an excellent financial return over time by hiring the right employees. Below are the 7 C's that you should use when looking to find the best new employees. These 7 C's can also be found in a book called "The 7 C's of Hiring"
by Alan Hall.
Below you will learn about the 7 C's that you are to use when interviewing each candidate. This will help you uncover more about that person and if they shall be a great fit for your business. Enjoy.
Still the first factor to consider. Does the potential employee have the necessary skills, experiences and education to successfully complete the tasks you need performed?
Will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? In my eyes, someone who is "Capable" is an employee that has potential for much more. For instance they are capable for growth within the company and has the ability along with the willingness to take on more responsibility.
Can this person get along with colleagues, and most importantly, can he/she get along with existing and potential clients/partners? A critical component to also remember is the person's willingness and ability to be harmonious with you, his or her boss. If the new employee can't, there will be serious problems.
How serious is the candidate with regards to working for the long term? Is he/she just passing through and always looking for something better? Something you must find out prior to hiring them. If they currently have a job ask them why they are leaving that job, this can tell you if they have a "Grass is Greener" mentality which means they would more likely do this to you as well. Again look at their resume, a history of their past jobs and time spent at each job can provide very clear insight on this matter. If they have many jobs in a short amount of time, then you should know they either keep getting fired and are not competent, or they have that "Grass is Greener" mentality.
Does the person have integrity and values that align with yours and could they align up with your business values? Are they honest and tell the trough? Do they keep their promises? Are they selfless and a team player? Do they show up on time? We encourage that every candidate you are looking to hire should complete a personality profile assessment to help you understand the type of person they are and some of their strengths.
Every business has a culture or a way that people behave and interact with one another. Culture is based on certain values, expectations, policies and procedures, that influence the behavior of a leader and employees. Workers who do not reflect a companies values or culture tend to be like a cancer, disruptive and difficult.
As the employer, bu sure the person hired agrees to a market-based compensation package and is satisfied with what is offered to them. If not, an employee may feel unappreciated and thereby under perform. Also be very cautious about offering stock in the company because if not handled well, then it can create bigger challenges in the future. Offering stock should be something considered long after an employee has not only shown you value but is creating added value to you and your business.
Here is another tip, almost 99% of the time a candidate is looking for a new job, they will use bias in providing good references. Instead, ask the applicant for references like their former bosses, peers or subordinates. These individuals will give you the good, the bad and the ugly. Ask these references if the applicant fits these 7 c's above. This can then begin to give you a solid picture on choosing the best candidate for that position.