Generally speaking, hiring managers are one of few people in a good position when there’s a bad economy. With more people looking for jobs and motivated to keep them, there are higher numbers of overall applicants and more qualified applicants suffering from layoffs.
However, there’s a catch. Because the applicant pool is larger, you’ll have more people applying for jobs that are not qualified for or interested in doing. Model your hiring strategies after the man who put together one of the finest crews in the ‘verse: Captain Malcolm Reynolds from Firefly and Serenity!
This article will help you keep an eye out for tip-offs during an interview or an employee’s probation period and do damage control after someone has already been permanently hired.
A person working only for money will find a place that pays better.
Mal: How come you didn’t turn on me, Jayne?
Jayne: Money wasn’t good enough.
Mal: What happens when it is?
Jayne: Well… that’ll be an interesting day.
That interesting day did indeed come, and Jayne sold out his crew for the chance to make quick cash. His defense? “The money was too good.” Although Jayne and the captain eventually made up (after Mal threatened to shoot him into space), it’s much better to avoid the situation altogether.
Of course, few people work in a job that makes them hate their own existence only because of a paycheck. However, plenty stay with a job they’re unsatisfied with because it brings home a bigger paycheck than one that fulfills them.
Tip Offs: Asking for detailed information about salary and bonuses, aggressive negotiation of benefits, pushing for overtime
Damage Control: Discover what your new hire values in the workplace. Is it personal expression? Allowing someone to put up pictures of friends and family or posters in their space could make them feel more at home. What about positive reinforcement? Additional praise will make a new hire feel appreciated – and you can’t put a price tag on that.
Office romances split loyalties.
Mal: Shipboard romance complicates things… Aint’s against it as a rule. But in a situation such as ours, tends to cause problems. Splits loyalties.
When the chips were down, Zoe did side with her husband by rescuing him instead of Mal when both were at the mercy of a psychotic torturer. Chances are you will not find yourself in a comparable situation (we hope), but the presence of dual relationships (e.g., spouses and coworkers) is still a potential obstacle to conflict resolution.
Although few employers experience situations as dangerous as the crew of Serenity, there is still a need to have a clear chain of command (and that’s not the chain your boss beats you with until you understand who’s in command). Some companies establish policies that do not allow married couples to work directly under their spouses (heh heh), and others require that relationships be registered with human resources.
Tip Offs: Referred by significant other, frequent socialization affecting productivity, requests to work with/near partner
Damage Control: Keeping job duties and managerial structure as separate as possible prevents romantic partners from becoming directly involved in office conflicts. When each partner’s job responsibilities are kept separate, a spouse is more likely to offer general emotional support rather than being in a position to undermine a higher-up’s directive.
How do you put together a crew? What obstacles have you run into when trying to find someone to hire? What red flags pop up for you in interviews? How do you deal with difficult situations when they come up? Sound off in the comments below!
Until next time, keep expanding your brand!