Building Your A Team Part 7: Evaluation
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Transcript of Building Your A Team Part 7: Evaluation
BUILDING YOUR
TEAMA+
http://nextlevelup.com.au/
Part 7:Evaluation
EVALUATION SHEETLet me tell you a bit about the Evaluation Sheet. As I said at the verybeginning, ideally you want to be able to assess these candidates on aslevel a playing field as you can, and as objectively as you can. So whatyou need is a way to score them. Think Olympic Diving: the judges have aset of criteria against which they allocate points. You can do the same.
Imagine you have a form, a
small chart and the things you
are going to assess are listed
on it. Next to each is a rating of
1,2,3 4 and 5. 5 is outstanding
and 1 is unsatisfactory.You list the things you want to assess. Here is a list in no level of order –and of course, depending on the requirements of the particular position:
Appearance
Attention
Experience (quantity)
Experience (quality)
Curiosity
Enthusiasm
Ambition
Stability
Innovation (if that’s important)
Selfmanagement
Analytic Ability
Decision making
Beginner’s Minds
Communication
References(if they’ve had 6 jobs in a year –
you need to find out why)
You can exclude any that aren’t relevant and include others that are important to you.
At the end of each interview you quickly circle your rating for each
of your line items. At the end you can add them up.
Clearly the highest pointed candidate will go to the top.
A note on interviews.DON’T FORGET TECHNOLOGY.
Recently an Adelaidebased client of mine wanted to use theFlash interview process withfive applicants for a positionhe had advertised. Three ofthe applicants were interstate – so before he went to theexpense of flying them in, heused Skype and a webcam tomeet them, tell them about the business and the position and then ask his three questions.He used his presentation scriptand did the same with the twolocal applicants – even though they were local – so he was working with alevel playing field. In his case, he didn’t even have to leave his desk to dothe interviews. The process very quickly filtered the top two, one of whom heflew in for the longer interview. And that candidate got the job.
AND FINALLY, WHEN YOU HAVE MADE YOUR
DECISION YOU CAN MAKE THE OFFER.
In most small businesses, this isgenerally done with a phone calland that is absolutely fine and
proper. However, I do recommendthat you follow it up with a formalletter of offer. So do the two –phone call and let them know a
formal offer is on the way.
Offer letters can be simple and short (usually for lowlevel jobs) or long andcomplex (usually for highlevel management jobs). You can find hundredsof examples of offer letters on the internet simply by searching “offer letter.” Each sample reflects somebody’s favorite approach, which tells you thatthere’s no such thing as a “standard” offer letter.
We recommend offer letters which contain the minimum elementsnecessary for a job offer, and which make reference to detailed companydocuments about general policies and procedures governing employees. Important items, such as the Job Agreement and the employment contract(if you require one), can be attachments to the offer letter. The mainelements of the offer letter are:
Date of the offer
Name and address of the
candidate being offered the job
Company name and address
(company letterhead takes care of
this)
Employment start date
Base compensation (salary,
hourly wage, other arrangements)
Vacation and time off policy;
emergency time off policy
Prerequisites (“perks”) for which
the candidate will be eligible
(company car, expense account,
club membership, etc.
Offering statement: For instance, Dear [candidate
name], The XYZ Company is pleased to offer you
employment in the position of [job name].
Expiration date – the date at which the offer
terminates
Other compensation (describe or refer to company
documents which set forth the compensation
policies)
Employee benefits (List the benefits, but don’t
describe them. Refer the candidate to the
appropriate documents.)
Contingencies. If the offer is contingent on
anything, such as drug testing, background checks,
skills testing, medical examination, etc., that must
be in the offer letter.
Refer to important job requirements and include anynecessary ones as attachments to the offer letter, such as:
Job AgreementEmployment contractNondisclosureagreementNoncompete agreement
Company policiesAtwill employment acknowledgmentHandbooks and references foremployee benefits.Acceptance.
Until next time...
The letter should be signed and dated by the appropriate personrepresenting your company. At the end of the offer letter, there should bea place for the candidate to accept the job by signing and dating the letter,and returning it to the company.
An offer letter, when signed by anauthorized company representative, islegally binding on the company, andwhen signed by the candidate is legallybinding on him/her. It’s a good idea tohave your legal advisor draw up youroffer letter format to make sure you don’trun afoul of the thicket of employmentregulations that exists everywhere.
REFERENCE CHECK
Please, please, please do areference check. Even if theapplicant is your best friend’scousin’s son, talk to a previousemployer. The number of times Ihave had clients bring to thetable a problem employee.When I ask if they did areference check, the answer isalmost always a sheepish, "no,in hindsight I should have done".
OTHER CHECKS
Some businesses require policechecks. Skills tests – some liketo do some tests, such as skills,
or psychological profiles.
If handwriting comes into the job, such as taking messages and writingdown phone numbers, ask them to do a handwriting or message takingtest. It’s not much help when you receive a phone message written with athumbnail dipped in tar and you can’t read the name, the message or thenumber.So that’s it! In short – or should I say in long – you have all the elementsyou need to bring on board the very best people you can find…the oneswho want to be there and want to be part of the business you are building.Remember – hiring people isn’t a people problem, it’s a systems issue andyou can now build your system.