Hiring Wisdom: 12 Reasons Why Managers Need to Do a Better Job

Illustration by istockphoto.com
Illustration by istockphoto.com

Here are 12 reasons why managers need to do a better job of hiring, motivating, and retaining great employees in today’s turbulent times.

  1. As tough as it is, it is by far easier to hire someone who is motivated, has a customer service attitude, and who wants to work, than it is to try to motivate someone to work.
  2. Because employers have fewer people doing the work, they need to have better people doing the work.
  3. It is harder to attract great employees in today’s market than when times are good.
  4. Most mangers are so busy they don’t have time to look for new, quality employees and so they put up with workers who are only “okay.”
  5. Most applicants are better at interviewing than most interviewers.
  6. The number of people looking for jobs makes it that much harder to find the best.
  7. Your best employees are the ones who can most easily leave your organization and get a new job.
  8. Turnover is down, but that doesn’t mean your employees are happy. It just means those who want to leave are just hanging on until things get better.
  9. There has never been a better time to hire new people; it’s a buyers’ market.
  10. A-players don’t want to play on B teams.
  11. Mediocre employees will kill your firm. (It is just a slow death.)
  12. The most important decision managers make every day is who they allow in the doors to take care of their customers.

This was originally published in the September 2011 Humetrics Hiring Hints newsletter.

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Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring hourly employees. He has been the president of Humetrics since 1976 and has over 30 years of practical experience, research, consulting and professional speaking work to his credit. Contact him at mkleiman@humetrics.com.


5 Comments on “Hiring Wisdom: 12 Reasons Why Managers Need to Do a Better Job

  1. Mel, I couldn’t agree more that today’s hiring managers need to be more effective than ever. In my experience, the best way to achieve this effectiveness is to use a pre-employment selection tool to find out which job candidates fit best with your company: http://www.peopleanswers.com.

  2. Great post, Mel! We agree with you that hiring is a crucial part of people management for businesses nowadays. We believe in “instead of hiring the best, hire the most suitable”. Managers are responsible for hiring the right people for not only filling the position but aligning organizational objectives. However, making hiring decision simply base on resume and interview is not enough, and most of time, decisions are made subjectively. Therefore, adopting a scientific way to recruit quality candidates and make the most accurate decision seems a way to go. 

    We are developing a people management platform, using principles of behavioral profiling to solve today’s top HR challenges. In recruitment part, we believe that the most effective way to recruit is to match profiles of positions to be filled with the candidates profiles. In this way, managers can have a clear vision on each candidate’s compatibility not only in regards of hard metrics like education and skills, but also in soft metrics like personality and cultural fit.    

  3. All too true. Even more so, professional networking applications like Cachinko share not only the candidate’s accomplishments but also leave room for personality. If a candidate has put in a ton of effort into their job search by setting up effective profiles, there may be promise!

    Cachinko, Job Matching & Career Networking on Facebook

  4. Great list. Especially #12. I am still amazed at how careless companies are with putting average employees in jobs that deal directly with their “paying” customers.

  5. This was a great article with great facts about the HR industry today. Much has changed in the workforce-what great insight! 

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