This is Chapter 3 in our series on Workforce Development. Chapter 1 covered “What Makes People People” – understanding motivation. In Chapter 2 “New Models of Compensation or Pay4Performance” – understanding how to design smart compensation that drives performance. This article focuses on how to Select and Onboard the Best People.
What You Need to Know
- Eligibility and Suitability. There are two questions to answer when reviewing job applicants – can they and will they? The Can question is about Does this individual have the KSC (knowledge, skills, and certifications) necessary to do the job. The Will question is about fit – is this individual a good fit for my company and the work group?
- Screening for Can and Will. The Can question is answered by a structured resume, the Will question can only be answered through a face-to-face interview.
- How to Onboard New Employees. Because of job demands, the usual practice is to put them to work. This shortchanges the owner’s opportunity to share their vision for how the company operates, how people work together, and expectations for the quality of work and the customer’s experience.
What You Need to Do
- Eligibility and Suitability. Every new employee will take time to justify their paychecks. By finding people who have the right track record you reduce their learning curve to days, not weeks or months. Answer the first question first – Can They. If they cannot, don’t waste your time with a face-to-face meeting.
- Review the position description and decide the KSC’s – knowledge, skill, and certifications (example – certified arborist, drivers license, etc.) required for success.
- Write your job ad listing the KSC’s and require a 1 page resume responding to the list. Do not give a phone number, have them send the document by email.
- Sort the resumes into 2 groups – the YES pile – they meet your KSC requirements, the rest are placed in the NO pile. If you have any Maybe’s, put those aside until last and review this pile against the YES resumes, then resort into YES or NO.
- Send emails to the YES individuals with a date and time for the interview or a thank you for the NO’s requesting permission to keep it on file.
- Because They Can Doesn’t Mean They Should Work for You. It is critical during the interview not tell them how to get By telling people everything about the job upfront, you have given clues on what to say. You need the truth and letting them talk with no hints is the best approach.
- Decide if anyone else should be in the meeting.
- Ask predetermined questions and make no decision during the interview. Start with questions abouttheir resume and have them give examples of their best work and what they learned from failure.
- Close with job information, compensation, and other details aboutthe position last.
- After everyone has been interviewed, rank order the list and call the best candidate with the job offer.
- The usual method of onboarding is to put them to work immediately. Avoid this! Explain your vision for the company and your expectations for the job, teamwork, and how they treat customers.
- Have them read and sign the Employee Handbook
- Have them read and sign their employment contract and complete any financial information such as W2,etc.
- Give them a personal tour of the facility while telling the company story. Introduce them to the people they need to know
- Take them on a job site and introduce them to their work group. Focus on getting them comfortable and aligned with your expectations. This will be the best half-day investment you can make.
Where You Can Get Help
- Writing and Posting Job Ads. GreenMark has experience writing compelling job ad’s using all of the industry and social media options. If you need a template or a better understanding of where to advertise for employees, join our Facebook Group – Georgia Urban AG Council; we will help up your game.
- If you need help to develop a script of questions or structuring the interview to cut the BS, join our Facebook Group – Georgia Urban AG Council; we will help you structure a winning interview process.
- The team at GreenMark has over 4 decades of experience onboarding people that is smart and fast. If you are interested in getting new people on the same page with you and reducing their learning curve, join our Facebook Group – Georgia Urban AG Council; we will help you build an effective process.
Given the current economy, it is getting harder to attract the right people. Nobody in the Landscape Industry has a people nursery where they grow their own – talent is out there!