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Tuesday AM February 2nd, 2009

With employees bearing heavier workloads, there’s no room for poor performers. That means the pressure is to minimize hiring errors, as Ed Mayberry reports.


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corporate peopleThe trick in selecting new hires is to find those who can contribute immediately and build a long-term career with the firm.  Many applicants have had considerable time to perfect their resumes and interview skills, making it more challenging for hiring managers to distinguish job seekers with the greatest potential.  Office Team’s Adrienne Keally says the best employees are quick on their feet, especially in customer-facing roles.

“Someone who can handle an irate customer or situation professionally.  And then, top performers—companies want people who strive to be successful, who work hard to attain achievement, you know, produce great work.  They’re looking for people who have the ability to make tough calls, someone with good judgment and someone who can handle difficult situations—again, on a professional level.  But they need to be somebody who’s always going to put ethics first.” 

…and not climb over others on their way to the top. 

“Another, you know, thing that a lot of people are looking for is someone who has a good fan base.  And when I say that, a lot of time you’ll find that in people’s references.  You’ll find that in people’s co-workers,  You can tell in someone’s voice how excited they are about the person they’ve worked with in the past.  And you want that excitement.  You want to bring that person to the team, because companies know the most valuable asset they have are their employees.  I think it’s important to see how people interact with each other to feel what kind of presence this new person may bring to the team.” 

That could mean hiring on a temporary or project basis before offering a full-time job, to provide a clearer sense of capabilities and allowing both parties to evaluate the fit. 


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