Hire & Keep the Best People (Brian Tracy)

Book Summary




The critical constraint on the growth and success of your business, or any business, is ability to attract and keep good people. In order to have a responsible employer on your business or any business you must hire and keep the best people. Here are the twenty-one ideas to help you to become better at hiring and keeping the people you need to make your business success.

1. Make selection of your top priority.

Hire the right people to work with you. Take the time to hire an employer. Simply because 95 percent of the people of the success of any enterprise is determined by the people chosen to work in that enterprise in the first place.

2. Think through the job.

Take sufficient time to think through the job carefully. Hire people for what they have already done successfully rather than for what they think can do it if given a chance on your play role. Skills and the most important is hire people that has personality characteristic of ideal person for the job and how well he or she will fit in with the rest of the team.

3. Write out the job description.

Write a list of all the qualities and the skills that the ideal job candidate would have. Use the list as a guide to hire a new employer that you really need.

4. Cast a wide net.

Most important and fastest growing source of job candidates is the Internet. Most employers today requesting job applications to be submitted via Internet rather than by mail. Other than that, ask your staff, friends, personal contact, customers, suppliers, and from newspaper. Contact community colleges and search the people that you need as an employer at your company.

5. Interview Effectively.

There are sequences of question we need to ask the candidates. We should start with work experience, skill level, career aspirations and lastly habits and attitudes towards his or her future. However, fast personnel decisions are almost invariably wrong decisions.
Proceed slowly and be patient.

6. Look for the Best predictor of Success.

Self selection seems to be powerful. Self selection happens when candidates after interviewing with you and other companies, concludes that he or she really wants to work for you. Beware of those candidates who play you off against another prospective employer.

7. Probe past Performance.

The rule is that you should hire based on proven past performance only. Hiring means you are purchasing the ability of that person to achieve specific results. It뭩 good to ask them to describe the exact steps and process they went through to get the results claimed on their resume.

8. Check Resumes and References Carefully.

We must check and validate of the candidate뭩 background. Be sceptical about reference letters they can be often deceptive. One of the best question to ask the candidates former employer would be 밯ould you hire this person back again today if he applied for a job with you?�if the answer is yes, it is a good sign.

9. Practice the law of Three.

Always interview 3 minimum candidates, having 3 level of interview, interviewing the candidates in 3 different locations and lastly when the candidate is hired, he or she must be interviewed by 3 managers or potential co-workers.

10.Make the Decision Properly.

Need to consider the corporate climate/culture and the people mix in your company. Review your thoughts and feelings with other people who will be working with this person. Ask for their insights and opinions.

11.Negotiate the Right Salary.

Good rule to follow 밎ood people are free� They contribute more in dollar value than you pay them in salary and bonuses. The amount you should pay largely is determined by the potential contribution of the employee, not some arbitrary rules in the marketplace or in your industry.

12.Start Them Off Right.

The time and attention you invest in a new hire at the beginning will give tremendous payoff. Take time to explain them about the company뭩 mission and vision and values. Explain them about your products and
services.
13.Start Them Off Strong.

The key is to start them off with lots of work to do. This makes them excited in their job. Provide lot of opportunity for feedbacks and discussion about their work. Be prepared to take the time to teach them on their new job.

14.Solve Problems Quickly.

When something goes wrong, we should call the person and deal with the difficulty promptly. Two main causes for problems ei lack of direction and lack of feedbacks. Ensure no miscommunications between
the employees happen.

15.Improve Performance Professionally.

Job descriptions and requirements are very vital. We should explain clearly to them of what she or he is expected to do. Set measurable standards of performance. Never assume understanding, do ask for
repetition of the job we delegate. Practice frequent feedbacks and inspect what you have delegated to the.

16.Assume the best of Intentions.

No matter what happens or how it appears, always assume that the other person is doing the very best he can. Resist the temptation to become angry, impatient or judgmental.

17.Satisfy Their Deepest Needs.

We need to create an environment, physical and emotional, where people feel safe, secure, valuable and respected. People want to belong to an organization or support a cause. They want to feel that what they are doing makes differences in the world.

18.Practice Participatory Management.

The more you involve you staff, at every level and every decision, the more motivated and enthusiastic they will become. This way you can use to build a high-performance team.

19.Make Them Feel Important.

In every interaction with every single person, we should respond to this basic human request. We should always be looking for ways to make people feel important and valuable as parts of your team.

20.Create A Great Place to Work.

Build a high-trust working environment. This allows people to make honest mistakes without criticizing them or making them feel bad. This way people can learn and grow by trying things and making mistakes. Majority of employees have family and responsibilities of some kind involve children or parents. When problems or emergency arises, employees should know that they can take time off from work to respond to the need quickly.

21.Focus on Your People Continually.

Morale does not rise in an organization; it filters down from the top. As a leader, we are the person who is more responsible than anyone else when it comes to hiring and keeping the best people and then shaping them into a high performance team.