Comments on: What can operators do to improve their hiring? http://www.amonline.com/blog/2008/03/03/what-can-operators-do-to-improve-their-hiring/ Just another WordPress weblog Sat, 11 Oct 2008 22:11:16 +0000 http://wordpress.org/?v=2.3.3 By: Dave McCaffrey http://www.amonline.com/blog/2008/03/03/what-can-operators-do-to-improve-their-hiring/#comment-8 Dave McCaffrey Thu, 27 Mar 2008 01:19:56 +0000 http://www.amonline.com/blog/2008/03/03/what-can-operators-do-to-improve-their-hiring/#comment-8 Dennis, happy to chat with you regarding finding, hiring and keeping quality Route Managers. With regards to finding candidates, in general, the larger a 'net' that you use, the more 'fish' you will catch. In other words, the more people that become aware that you have a job opening, the more candidates that will likely respond. When advertising for your job openings, are you using local resources or a broader 'net' such as CareerBuilder or Monster.com? It may prove to be worth the investment to broaden the search in order to develop more candidates. Once you have found a candidate (or the candidate has found you), the next step you might consider is a pre-interview assessment to determine honesty, ethics, reliability and likelihood of substance abuse. The last three steps of the 6 Pak are essential to placing the right person in the right job. The process is called Job Matching, or knowing the following information about each employee: 1. CAN the person do the job? Do their skills (numeric and verbal) meet the needs of the job? 2. HOW will the person do the job? Will their behavior traits match those exhibted by your most successful employees in that job function? 3. WILL the person do the job? Does the persons primary interests match those necessary to enjoy this job? I will be happy to continue our dialogue either on this blog or on a personal basis. If you wish to contact me directly, you can reach me at profiles@predictiveassets.com Sincerely, Dave McCaffrey Dennis, happy to chat with you regarding finding, hiring and keeping quality Route Managers.

With regards to finding candidates, in general, the larger a ‘net’ that you use, the more ‘fish’ you will catch. In other words, the more people that become aware that you have a job opening, the more candidates that will likely respond.

When advertising for your job openings, are you using local resources or a broader ‘net’ such as CareerBuilder or Monster.com? It may prove to be worth the investment to broaden the search in order to develop more candidates.

Once you have found a candidate (or the candidate has found you), the next step you might consider is a pre-interview assessment to determine honesty, ethics, reliability and likelihood of substance abuse.

The last three steps of the 6 Pak are essential to placing the right person in the right job. The process is called Job Matching, or knowing the following information about each employee:
1. CAN the person do the job? Do their skills (numeric and verbal) meet the needs of the job?
2. HOW will the person do the job? Will their behavior traits match those exhibted by your most successful employees in that job function?
3. WILL the person do the job? Does the persons primary interests match those necessary to enjoy this job?

I will be happy to continue our dialogue either on this blog or on a personal basis. If you wish to contact me directly, you can reach me at profiles@predictiveassets.com

Sincerely,

Dave McCaffrey

]]> By: Dennis Dionne http://www.amonline.com/blog/2008/03/03/what-can-operators-do-to-improve-their-hiring/#comment-7 Dennis Dionne Wed, 26 Mar 2008 22:00:26 +0000 http://www.amonline.com/blog/2008/03/03/what-can-operators-do-to-improve-their-hiring/#comment-7 Mr. McCaffrey, I am the Finance and Administrative Manager for a Midwest vending operator. Our problem is finding,hiring and keeping good route managers. I have been working with our Route Supervisor to to find effective ways to find good people who are interested in being route managers. Our benefits program needs some improvements and we recognize that but it seems that we can't even find enough qualified people to interview. I believe we are following your "6 Pak" of hiring tools. Is there something else that we may be missing in our process? Any advice that you can give to us would be helpful. Thank you. Dennis P. Dionne Finance and Administrative Manager Mr. McCaffrey,

I am the Finance and Administrative Manager for a Midwest vending operator. Our problem is finding,hiring and keeping good route managers. I have been working with our Route Supervisor to to find effective ways to find good people who are interested in being route managers. Our benefits program needs some improvements and we recognize that but it seems that we can’t even find enough qualified people to interview. I believe we are following your “6 Pak” of hiring tools. Is there something else that we may be missing in our process? Any advice that you can give to us would be helpful.

Thank you.

Dennis P. Dionne
Finance and Administrative Manager

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