How’s Your Hiring Paradigm?

If you haven’t given much thought to the employees or assistants that you hire, it’ time to evaluate your hiring practices.

You may have a policy and procedures manual that describes the basic attitudes, rules of conduct, functions, operations, forms, regulations, and guidelines for internal behavior, interactions with your customers, and compliance with applicable laws.

You may have formal written job descriptions for each position that details the title, objectives, skill set, responsibilities, and functions of the various positions in your company.

You may have a formal organizational structure with a chain of command.

What you may not have, however, is an inadequate hiring paradigm.

What I mean is that the reason you hire someone, the way you advertise and interview for the position, the expectations you create, and the way you evaluate and monitor performance may not be getting you the best employees.

This is especially prevalent and noticeable in any position where interaction occurs with your public – regardless of the specific official title of those positions.

While hiring people with the appropriate technical skills and minimum job qualifications are important, it won’t matter a bit if they don’t relate well to your customers and your public doesn’t feel that you care about them, respect them, and want to serve them – before, during, and after they make a purchase.

Your hiring paradigm must focus on the customer relationship you want and need to create, foster, and maintain as well as the skill set and basic qualifications to do the job.

* For more information about my consulting and coaching services visit my website stevehoffacker.com. I also maintain a blog on the real estate network Active Rain, and you can join this site and begin participating in the fun and networking opportunities by clicking here.