Just in Time, or Just in Case?

Just in Time, or Just in Case?

One more training program.  One more piece of shelfware.  You know you will be hiring employees soon, but not right now, and there’s too much else to do right now.  You can get ready later.

Probably.

One of the major factors that contributes to “new hire failure,” according to a study conducted by LeadershipIQ, was managers who were too busy to follow up on clues that the candidate shared during the interview process.  When you’re up to your ankles in alligators, you might not think you have the luxury of verifying whether a candidate who claims to be able to wrestle alligators actually did, or instead, stood outside the booth at the State Fair and took tickets from people who wanted to watch.  If you start early enough, you can arrange a field test with the final-round candidates and a swimming pool full of alligators.  (Figuratively, at least.)

Businesses that are good at resources planning look out 6-12 months to forecast the number and skillsets of the employees they will need to hire.  Businesses that know they have high turnover in many positions (retail food service, for example) keep their employee prospecting and hiring activities going every month of the year.

The first three chapters of Hiring is Hard, through page 56 as of this writing (Intro including Myths, Hiring and the Law, & Decisions, Decisions), address information and decisions that can, and perhaps need to, be considered and resolved long before you think about running a help wanted ad.

If you’re within six months of actively hiring employees you don’t know well already,* you’re ready. Read the sample chapter, Hiring Myths (useful even if you don’t ever come back to this site), and get a head start on the prep work.  If you know hiring employees is in your business’ future but maybe not this calendar year, consider signing up for the newsletter and keeping in touch.