Action Items You Can Take Today To
Reduce Risk For Your Business Part I:
Hiring The RIGHT People
Hiring is the most important part of building a team you can count on.
Obviously, the critical secret is to weed out the “bad apples” before they have a
chance to become part of your organization. If you could avoid having to firing
someone down the road, wouldn’t that be better? Please, do not wait until they
become a problem.
Fail to take even one of these steps and you open the door to losses and significant risk.
Most people that aren’t going to work out, show indicators of bad behavior or tell
you things that raise tiny red flags during the interview process. That’s why if you
know what to look for, you can hire better people the first time around.
Conducting drug screenings, background checks, and checking references go a long
way to helping weed out bad actors. But you can take it a step further by asking
interview questions that determine whether or not this person shares the same
work ethic and values that you have established for your company. Consult with an
attorney about what questions you are and are not allowed to ask in an interview,
but try to ask as many questions as possible.
To do this, review your company culture and values. Use each value and quality to
craft interview questions which will reveal the applicant’s true feelings about it up
front. For example: If your company is known for going the extra mile for clients,
ask something like, “Tell me about a time when you went out of your way to help a
customer?” If they truly have gone the extra mile, they will remember it, plus they
will be willing to pat themselves on the back for a job well done. If they cannot
come up with an example, there may not be any “extra mile” in them. This isn’t
necessarily an elimination round question, but you see where it is going. Avoid yes
and no questions. Allow the applicant to explain what things mean to them, who
they admire and why and what they bring to the table. This will give you great
insight to the type of person they are and just how motivated and ambitious they
Background checks and drug tests are pretty standard stuff, but have you
considered credit checks and driving records? For some positions they will not be
necessary, but in others they will be crucial.
If your employees will be driving trucks and making deliveries, you probably have in place a Standard Operating Procedure
for checking driving records, but what about rental cars? Will your employee be
required to travel, and if so, will you provide them a rental car? You may need to
know about their driving record to save yourself the liability on a high-risk driver.
Also keep in mind, if the person has a horrible driving record, or even a suspended
license, will they really be able to get to work reliably every day? Again, this may not
necessarily be a deal breaker, but they do provide tiny glimpses of responsibility, or