Episode 89 “How to Capture Perfect Employees”

“AVERAGE EMPLOYEES COST YOU MONEY, BUT PERFECT EMPLOYEES MAKE YOU MONEY!!!”

“Great people versus okay people is the difference between success and mediocrity”

Are you a small to medium size business owner, HR manager or a Recruiting Professional???

Successful businesses understand the importance of making the right hiring decisions. This is why companies spend an average of $3,300 per hire just on recruiting the right person. In the United States alone, it’s estimated that $72 billion a year is spent on recruiting and hiring. Even with all the time, money, and energy spent on finding the right hire, mistakes are still made, and these mistakes are costly. Hiring the wrong person can result in astronomical costs for your company. The cost of replacing an employee is estimated to be around one-fifth of their salary, so those costs mount quickly However, the consequences of a wrong hire go beyond turnover costs; there are also costs associated with a disrupted company culture, decreased work production, and potential loss of customers and revenue. Although companies know the importance of making the right hiring decision, they still make easily avoidable mistakes.

By watching out for the following pitfalls, as well as taking these proactive steps. In this episode I will teach you how to decrease bad hiring decisions and save money over the long run!

A key to small business success is finding and hiring “perfect” employees–people who exemplify the ideals of your business and become long-term, loyal workers. Paying attention to these 10 key factors will help you identify and hire top-notch employees:
1. Good fit—Your best employees need to have skills that are a good fit for their jobs. You can determine if a candidate possesses the right skills through open-ended questions, written questionnaires, problem-solving exercises, take-home assignments, and other challenges that test a person’s ability to perform a specific job. If an employee is unable to do the job they were hired to do, it will reflect poorly on everyone involved in the hiring process and, most importantly, your business will be negatively affected.
2. Integrity and work ethic—Hire honest people who have high integrity.
3. Motivation—Employees should be motivated beyond just receiving a paycheck to do the best jobs they can. They should have drive, an interest in the job and the company, and be willing to perform above and beyond their job descriptions. There are a variety of methods you can use to motivate employees, but each employee must also have a certain amount of inherent motivation.
4.Talent—It is important to identify and recruit talented employees who possess a natural ability to think through complex and evolving situations while on the job. They are often the ones who come up with innovative ways to improve job performance. Learn to rely on talented employees to help move your business forward. Few successful businesses are “one-man operations.”
5. High performance—Good employees should be high performers for the tasks assigned. They push themselves and others to work at peak performance and, in turn, deliver high-quality products and services to customers. High performers also can be an inspiration to other employees to reach higher personal and business goals.
6. Initiative—Since it it can be difficult for a small business to micromanage each employee, you should strive to hire employees who can think and work independently. Employees who require constant supervision, guidance, and monitoring impede production and efficiency.
7. Follow the rules—Good employees follow the rules of acceptable behavior with managers, coworkers, and customers. Employees who do not follow the rules can “poison” other employees into imitating the same bad behavior. Businesses should not tolerate employees who consistently show up late, do low-quality work, or treat customers poorly.
8. Fits the culture—It’s important to find employees who fit the culture and vision that your business has created. During a job interview, ask a candidate pertinent questions that will give you a true picture of their personality. A bad fit today will cause problems tomorrow; a good fit today will help propel your small business into the future.
9. Works well with others—Your small business should have a well-functioning team of employees. Dissatisfied and unhappy workers lower everyone’s morale and performance. During the interview process, try to determine if a potential new employee will get along with others, be a team player, and pitch in when needed, even if the task is not in their job description.
10. Advocate for the business—Employees should be goodwill ambassadors for your company. The enthusiasm of excited employees will rub off on others: employees and customers. Passionate employees enjoy their jobs and spread their passion to others.

WHO IS JOHN PYRON “THE SALES DOCTOR”?

John is an International Business & Sales Expert and is the CEO of John Pyron Coaching , which has trained thousands of people across 10 countries in business and sales principles. Through his Front-of-the-Room Talks, Webinars, Conference Calls, One-on-One Coaching, Corporate Sales Training, and His Coveted 10x Mastermind Groups, You can tap into John’s 25 years of actual real-world experience as a PROVEN Entrepreneur and Master Sales Trainer, to create an environment that capitalizes on YOUR unique gifts and talents, so YOU can live the life YOU are MEANT to live.

On September 24, 2010, John was featured as the center page spotlight business for the Sacramento Business Journal’s Fastest Growing Companies list, primary because he built a company from $0 to $1Million in annual sales during the largest economic crash since the Great Depression (2006-2009). John sold this company to a national investor on June 1, 2013 to pursue his life’s passion of helping Small Business Owner’s achieve their Business Dreams and Goals.

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