nd will help to establish performance standards when hiring new employees.

Fast-track training: Develop a detailed training checklist for all newly hired employees. This should include: an orientation for the first day, a plan for the first week, an outline for the first month, and a recap of the first 90 days that includes expectations for their performance.

Tip From The Coach: By

“When you hire the best, the rest is easy!” We have heard this phrase many times, but how do we put this concept into action? We know that hiring the best people is vital to the success of your business, especially for fast growing businesses. And certainly, your customers have high service expectations. So…how do you hire and keep top people? Let’s start from the beginning.

The job description: Often overlooked, the job description sets the tone for success when hiring new people. Start by making certain your job descriptions are accurate, up-to-date and reflect your expectations. This is an important step, as it ensures consistency in your hiring practices and says your company is well run.

Tip From The Coach: During the initial interview, be certain to present the job description, so the applicant will have a clear picture of your expectations if your company does hire them. This also helps to generate a more comprehensive conversation regarding the position being offered.

The interview game plan: Prepare a detailed interview game plan, to be used by each person doing the interviewing for your company. This game plan must include: how to evaluate a resume, sample questions to be asked during the interview process, a detailed presentation of compensation, how to do reference checks, and any final hiring details (i.e. company benefits, policy and procedures, etc.…).

Tip From The Coach: In addition to the in-person interview, consider the use of written tests and/or assessments to aid in your hiring process. This is key to hiring top people and will help to establish performance standards when hiring new employees.

Fast-track training: Develop a detailed training checklist for all newly hired employees. This should include: an orientation for the first day, a plan for the first week, an outline for the first month, and a recap of the first 90 days that includes expectations for their performance.

Tip From The Coach: By

ption: Often overlooked, the job description sets the tone for success when hiring new people. Start by making certain your job descriptions are accurate, up-to-date and reflect your expectations. This is an important step, as it ensures consistency in your hiring practices and says your company is well run.

Tip From The Coach: During the initial interview, be certain to present the job description, so the applicant will have a clear picture of your expectations if your company does hire them. This also helps to generate a more comprehensive conversation regarding the position being offered.

The interview game plan: Prepare a detailed interview game plan, to be used by each person doing the interviewing for your company. This game plan must include: how to evaluate a resume, sample questions to be asked during the interview process, a detailed presentation of compensation, how to do reference checks, and any final hiring details (i.e. company benefits, policy and procedures, etc.…).

Tip From The Coach: In addition to the in-person interview, consider the use of written tests and/or assessments to aid in your hiring process. This is key to hiring top people and will help to establish performance standards when hiring new employees.

Fast-track training: Develop a detailed training checklist for all newly hired employees. This should include: an orientation for the first day, a plan for the first week, an outline for the first month, and a recap of the first 90 days that includes expectations for their performance.

Tip From The Coach: By

escription, so the applicant will have a clear picture of your expectations if your company does hire them. This also helps to generate a more comprehensive conversation regarding the position being offered.

The interview game plan: Prepare a detailed interview game plan, to be used by each person doing the interviewing for your company. This game plan must include: how to evaluate a resume, sample questions to be asked during the interview process, a detailed presentation of compensation, how to do reference checks, and any final hiring details (i.e. company benefits, policy and procedures, etc.…).

Tip From The Coach: In addition to the in-person interview, consider the use of written tests and/or assessments to aid in your hiring process. This is key to hiring top people and will help to establish performance standards when hiring new employees.

Fast-track training: Develop a detailed training checklist for all newly hired employees. This should include: an orientation for the first day, a plan for the first week, an outline for the first month, and a recap of the first 90 days that includes expectations for their performance.

Tip From The Coach: By

e, sample questions to be asked during the interview process, a detailed presentation of compensation, how to do reference checks, and any final hiring details (i.e. company benefits, policy and procedures, etc.…).

Tip From The Coach: In addition to the in-person interview, consider the use of written tests and/or assessments to aid in your hiring process. This is key to hiring top people and will help to establish performance standards when hiring new employees.

Fast-track training: Develop a detailed training checklist for all newly hired employees. This should include: an orientation for the first day, a plan for the first week, an outline for the first month, and a recap of the first 90 days that includes expectations for their performance.

Tip From The Coach: By

nd will help to establish performance standards when hiring new employees.

Fast-track training: Develop a detailed training checklist for all newly hired employees. This should include: an orientation for the first day, a plan for the first week, an outline for the first month, and a recap of the first 90 days that includes expectations for their performance.

Tip From The Coach: By building a thorough and consistent training program, you will quickly develop top performers for your company, a “win-win” for all.

Grow and groom: To hire and keep top people, you must provide a career path to help your best people grow and to be groomed for additional responsibility. This starts in the hiring process, so consider if the person you are hiring has the skills for the current position and might also have the skills for a next level promotion. Then, identify your top candidates for promotion, and build additional training to keep their learning curve on the fast-track.

Tip From The Coach: Done properly, you will always have a “farm-team” of quality individuals ready and able to assume more responsibility. Now, that’s managing for success!

So, follow these four steps and see how easy it is to hire and keep key people! The Coach says so!! Want to hear more about this important topic or ask some additional questions? Fax a note on your letterhead to 435-615-8670 or send an E-mail to ernest@powerhour.com and The Coach will fax/E-mail back to you a free invitation to be a participant on a TeleForum conference call.