ng the hiring process.

-Poor candidates always focus on compensation and benefits.

-Don't mis-represent or over sell the position.

-Hire the person who wants the job the most.

-Limit the number of interviewers.

-Check your application and interview techniques to ensure you are not breaking any discrimination laws.

-Get information before you give it.

-Hire stronger and more qualified people than yourself.

-Always be looking for your replacement.

-Avoid the Halo effect when hiring.

Keep in mind that these are only premises. I have an all day seminar that delves into greater detail in each of these areas. If you wo

Finding and keeping good employees today can be an on-going challenge for many managers and organizations. There are a number of reasons for this. A few of them are:

1. Different age groups have different mindsets when it comes to work. Some people are only looking for a temporary source of income while others need a clearly defined upward mobility career path. Many people feel that their current position offers them the ability to improve their skills and therefore their future marketability while other people always have their resume on the street looking for something better.

2. There are a great number of jobs today that require either highly skilled talent or entry level skill sets. Both of these groups have unique requirements and attitudes about the role work plays in their life.

3. A significant percentage of the workforce population is becoming more concerned about overall lifestyle issues and that work is just one element of their life and often not the most important one.

4. People in increasing numbers are starting their own businesses and buying franchises.

5. Many people today are not willing to sacrifice their personal values, relationships, spiritual life or health for the sake of a job and satisfying corporate America's drive for success, growth and power. Every individual who is not independently wealthy needs a consistent source of income to satisfy their lifestyle needs and desires. There are many ways to satisfy these in today's world.

If you or your organization is in the market for more or better employees here are 18 of my 30 hiring guidelines or premises to consider during the hiring process. Keep in mind that these are only fundamental premises. Behind each of them is a great deal more information that further explains and or justifies each premise or concept.

-When you hire under pressure you will always hire beneath your standards therefore hiring a future problem.

-Hire attitudes and teach skills. It is easier to give people the skills they need to be productive than it is to change their attitudes.

-Hiring is a process and not an event. It should be an on-going process regardless of whether you have openings now or not.

-When all things are equal - hire the person who feels right. Trust your instincts.

-Look for creativity from the candidate as they pursue a position with your organization.

-The person who will supervise the employee should make the hiring decision.

-Have a current job description.

-Watch the impact of subtle messages that you may send to the candidate during the interview process.

-Observe early subtle signals from the candidate during the hiring process.

-Poor candidates always focus on compensation and benefits.

-Don't mis-represent or over sell the position.

-Hire the person who wants the job the most.

-Limit the number of interviewers.

-Check your application and interview techniques to ensure you are not breaking any discrimination laws.

-Get information before you give it.

-Hire stronger and more qualified people than yourself.

-Always be looking for your replacement.

-Avoid the Halo effect when hiring.

Keep in mind that these are only premises. I have an all day seminar that delves into greater detail in each of these areas. If you wou

nt or entry level skill sets. Both of these groups have unique requirements and attitudes about the role work plays in their life.

3. A significant percentage of the workforce population is becoming more concerned about overall lifestyle issues and that work is just one element of their life and often not the most important one.

4. People in increasing numbers are starting their own businesses and buying franchises.

5. Many people today are not willing to sacrifice their personal values, relationships, spiritual life or health for the sake of a job and satisfying corporate America's drive for success, growth and power. Every individual who is not independently wealthy needs a consistent source of income to satisfy their lifestyle needs and desires. There are many ways to satisfy these in today's world.

If you or your organization is in the market for more or better employees here are 18 of my 30 hiring guidelines or premises to consider during the hiring process. Keep in mind that these are only fundamental premises. Behind each of them is a great deal more information that further explains and or justifies each premise or concept.

-When you hire under pressure you will always hire beneath your standards therefore hiring a future problem.

-Hire attitudes and teach skills. It is easier to give people the skills they need to be productive than it is to change their attitudes.

-Hiring is a process and not an event. It should be an on-going process regardless of whether you have openings now or not.

-When all things are equal - hire the person who feels right. Trust your instincts.

-Look for creativity from the candidate as they pursue a position with your organization.

-The person who will supervise the employee should make the hiring decision.

-Have a current job description.

-Watch the impact of subtle messages that you may send to the candidate during the interview process.

-Observe early subtle signals from the candidate during the hiring process.

-Poor candidates always focus on compensation and benefits.

-Don't mis-represent or over sell the position.

-Hire the person who wants the job the most.

-Limit the number of interviewers.

-Check your application and interview techniques to ensure you are not breaking any discrimination laws.

-Get information before you give it.

-Hire stronger and more qualified people than yourself.

-Always be looking for your replacement.

-Avoid the Halo effect when hiring.

Keep in mind that these are only premises. I have an all day seminar that delves into greater detail in each of these areas. If you wo

dently wealthy needs a consistent source of income to satisfy their lifestyle needs and desires. There are many ways to satisfy these in today's world.

If you or your organization is in the market for more or better employees here are 18 of my 30 hiring guidelines or premises to consider during the hiring process. Keep in mind that these are only fundamental premises. Behind each of them is a great deal more information that further explains and or justifies each premise or concept.

-When you hire under pressure you will always hire beneath your standards therefore hiring a future problem.

-Hire attitudes and teach skills. It is easier to give people the skills they need to be productive than it is to change their attitudes.

-Hiring is a process and not an event. It should be an on-going process regardless of whether you have openings now or not.

-When all things are equal - hire the person who feels right. Trust your instincts.

-Look for creativity from the candidate as they pursue a position with your organization.

-The person who will supervise the employee should make the hiring decision.

-Have a current job description.

-Watch the impact of subtle messages that you may send to the candidate during the interview process.

-Observe early subtle signals from the candidate during the hiring process.

-Poor candidates always focus on compensation and benefits.

-Don't mis-represent or over sell the position.

-Hire the person who wants the job the most.

-Limit the number of interviewers.

-Check your application and interview techniques to ensure you are not breaking any discrimination laws.

-Get information before you give it.

-Hire stronger and more qualified people than yourself.

-Always be looking for your replacement.

-Avoid the Halo effect when hiring.

Keep in mind that these are only premises. I have an all day seminar that delves into greater detail in each of these areas. If you wo

the skills they need to be productive than it is to change their attitudes.

-Hiring is a process and not an event. It should be an on-going process regardless of whether you have openings now or not.

-When all things are equal - hire the person who feels right. Trust your instincts.

-Look for creativity from the candidate as they pursue a position with your organization.

-The person who will supervise the employee should make the hiring decision.

-Have a current job description.

-Watch the impact of subtle messages that you may send to the candidate during the interview process.

-Observe early subtle signals from the candidate during the hiring process.

-Poor candidates always focus on compensation and benefits.

-Don't mis-represent or over sell the position.

-Hire the person who wants the job the most.

-Limit the number of interviewers.

-Check your application and interview techniques to ensure you are not breaking any discrimination laws.

-Get information before you give it.

-Hire stronger and more qualified people than yourself.

-Always be looking for your replacement.

-Avoid the Halo effect when hiring.

Keep in mind that these are only premises. I have an all day seminar that delves into greater detail in each of these areas. If you wo

ng the hiring process.

-Poor candidates always focus on compensation and benefits.

-Don't mis-represent or over sell the position.

-Hire the person who wants the job the most.

-Limit the number of interviewers.

-Check your application and interview techniques to ensure you are not breaking any discrimination laws.

-Get information before you give it.

-Hire stronger and more qualified people than yourself.

-Always be looking for your replacement.

-Avoid the Halo effect when hiring.

Keep in mind that these are only premises. I have an all day seminar that delves into greater detail in each of these areas. If you would like to hire me to give it to members of your management team, give me a call.