It's not news that who you hire has a significant impact on the success of your brewery. But what may not have occurred to you is that who you hire can also impact the cost of your workers’ compensation insurance.
While it is unrealistic to expect every employee you hire to be an excellent performer, you should strive to find and hire the best available applicant whenever you are hiring. That means you should look for candidates with the following traits:
- They have knowledge and skills necessary to perform the tasks they are expected to perform, or they work to acquire them quickly with little formal assistance.
- They share the same values as their employer. They initiate work without any cue from management; they know what jobs and tasks need to be done and how to do it.
- They obtain great satisfaction from their work. Their motivation comes from their own inner drives and needs, which are met by performance of the work itself. They want to do what needs to be done because the work matters to them.
- They bring a unique match of physical and mental talents to the job that allow them to perform at a higher level.
That such characteristics make a candidate a desirable employee is probably not news to you, either. But the question is, how do you find such employees?
It all comes down to your hiring process.
Your Job Application
The purpose of the job application is to gain information about a job candidate’s qualifications to join your team and successfully perform major elements of the job description. Your job application should ask questions about the candidates’ experience, education, credentials, and references.
It’s a good idea to include “behavioral interview questions” in your in-person interview as well. This approach is based on the belief that past performance is the best predictor of future behavior. In fact, behavioral interviewing is said to be 55 percent predictive of future on-the-job behavior, while traditional interviewing is only 10 percent predictive. It allows you to evaluate a candidate’s experiences and behaviors in order to determine their potential for success.
Consider questions about challenges the candidate has faced in the past, past successes, thinking style, and communication habits.
What shouldn’t you ask? Avoid questions that are not legitimately related to the job position, such as the person’s race or color, marital status or sexual orientation, age or religious beliefs.
Once you receive the application, your work begins: verifying that the information provided is accurate and true. Most important items to check:
- Was the candidate actually employed by the prior employer listed and did they do the tasks they are claiming on the application?
- Did they successfully complete the educational degree or training program noted on the application?
- If selected for an interview, the candidate should meet with all key individuals who will be affected by the individual’s successful job performance. Assess the candidate’s answers and behavior as you pose hypothetical workplace production and employee interface challenges. Compare notes with others who participate in the interview.
- You should require at least two references from the applicant with specific names and telephone numbers provided. Ideal reference sources are past supervisors and managers who have experience working with the candidate. Other acceptable individuals are teachers, coaches and religious mentors. Unacceptable references are family members or close friends.
- Reference questions to ask might include:
- Did the individual consistently show up for work when scheduled and prepared according to your rules?
- What were their key responsibilities and important contributions? Strengths and weaknesses?
- Describe their relationship with others.
- Talk about the individual’s attitude and outlook. What kind of work environment would this candidate be most likely to thrive in, and why?
- Describe their productivity, commitment to quality and customer service.
- Would you rehire this person?
When speaking with a reference, listen to what isn’t said, as much to what is!
For more than 25 years, Beall Financial and Insurance Services, Inc., has been helping corporations and individuals protect their most important assets. The agency’s client base covers a spectrum of businesses that require specialized insurance packages and knowledge. With offices in California and Indiana, Beall Financial and Insurance Services serves clients nationwide.