Hiring Summer Staff?
3 Classic Mistakes
My friend Jo is in the process of hiring summer staff for her business.
3 Classic Mistakes
My friend Jo is in the process of hiring summer staff for her business.
Last year’s crew totally frustrated her.
She says, “I had wonderful opportunities for 5 young people, and I could only give a positive reference for one of them by the end of the summer. They didn’t show up, but worse than that, they didn’t call in. They didn’t seem to notice that the pamphlet racks were empty. And they ate their lunch on the job, leaving crumbs and empty cans on the counter. What gives with kids these days?”.
Here’s what I told Jo. (Print this article for future reference or forward it to a colleague today.)
Here’s what I told Jo. (Print this article for future reference or forward it to a colleague today.)
Classic Mistake # 1: Assuming that the job applicants understand the scope of their job, and how they contribute to your business.
The job description that you post on the web or through your summer employment office is important. The way that you word your ad, and how you describe your business is the starting point of the hiring process. Don’t assume anything.
Classic Mistake #2: Delegating the interview process.
Take charge of the “system” yourself. It’s worth the time.
If you are expecting your staff to pay attention to detail, then that should be reflected in the resume. Coffee stains and incorrectly addressed envelopes should be a clue to investigate personal habits more closely. Is spelling important on the job? What about math skills at the till?
When you call for the interview appointment, how does the potential employee react on the telephone? Do they even remember applying with your firm? How do they sound? This is the first part of the interview: take notes.
Classic Mistake #3: Haphazard orientation, or “do it yourself” training.
The more you plan the first week on the job, and spend time with each employee, the better the fit in the long run. You are not just training them for the job, you’re building relationships and the culture of the team.
Go through the manuals with your employee, and pay attention to their learning style. How does each individual absorb information? Hands-on? Reading first? Listening to you?
True Story!
Believe it or not, I know an employer who neglected to tell their full time staff that a new person was joining the organization. When she showed up on Monday morning, the receptionist assumed that she was a client waiting for an appointment with her superior, and left her sitting in the waiting room for over an hour. This created a backlash that lasted for weeks, starting with rumors circulating during lunch hour, and a negative start for the latest team member.
To sum it up:
Believe it or not, I know an employer who neglected to tell their full time staff that a new person was joining the organization. When she showed up on Monday morning, the receptionist assumed that she was a client waiting for an appointment with her superior, and left her sitting in the waiting room for over an hour. This created a backlash that lasted for weeks, starting with rumors circulating during lunch hour, and a negative start for the latest team member.
To sum it up:
If, as an employer, you are serious about your customer service mandate, then treat your casual employees as the most important clients you’ve ever had. You are setting up the ripple effect of positive influence from the inside out. Word of mouth about “the best summer job I’ve ever had” has the potential of lasting for decades. You can’t buy better advertising.
Remember, leverage your human resources! They are your most important assets...the money will follow.
Your Coach on Call - no strings attached,
Maggie
1 800 587 1767
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PS Read "Leverage Tuesdays" at Lake Superior News and "Creative Confessions" at the Country Register (Canada and USA)
