| Universally, hiring in wholesale distribution has | | | | prepared for this interview. The candidate has |
| become one of the biggest challenges we face in | | | | practiced, thought up potential questions and done |
| today's business environment. It doesn't seem to | | | | research on your company. The question then |
| matter what kind of resources we employ, what | | | | becomes, why you haven't done the same. |
| type of pre-employment testing we use or even | | | | Review the resume and jot down a list of |
| which recruiting firm we choose, it is still quite a | | | | questions that immediately come to mind. |
| gamble. The odds end up being 50-50 regardless. I | | | | Research the companies the candidate has |
| know that there are a lot of Human Resource | | | | worked for using the internet. Ask pertinent |
| professionals out there whose hair is going to | | | | questions about each company to determine just |
| stand up on the back of their necks as they read | | | | how engaged and informed the candidate really |
| this. I look forward to their feedback.Let's face it. | | | | is.If you want to spend a little money, there are |
| What tools have we come to use that can really | | | | firms that will dig up information on almost |
| predict reliably how successful a person will be on | | | | anybody. In today's environment, ethics, |
| the job? By the way, I personally believe you can | | | | character, integrity, honesty and trustworthiness |
| spend $1000 on personality profiling or less than | | | | are even more important in the hiring decision. |
| $100 and get about the same odds on success. I | | | | The next time you have an interview scheduled; |
| am not saying that personality profile testing is | | | | challenge yourself to spend as much time |
| worthless. It's just another one of those tools we | | | | preparing for the interview as you intend to |
| have learned to use in wholesale distribution when | | | | spend in the interview itself. You might find that |
| making a hiring decision. I believe it should just be | | | | your interviews get longer and you won't make |
| considered one small piece of the puzzle. | | | | the most common mistake made in hiring process |
| Candidates should not be confirmed or rejected | | | | today. What is that mistake you ask? Research |
| simply on the basis of these tests.Unemployment | | | | indicates that over 60% of the hiring decisions |
| RateUnemployment today is less than 5%. That | | | | made are made in the first 5 minutes of the |
| means we are in a very tough hiring market. | | | | interview.The Generational ChallengeIn closing, we |
| Personally, except for a limited number of | | | | are facing a challenge today that is difficult for |
| applicants that may be in a career transition, I | | | | those of us that are "Baby Boomers" to |
| believe that people that are unemployed when we | | | | understand. It used to be called the generation |
| have a 4.6% unemployment rate just don't want | | | | gap. It is often referred to as generational |
| to work. That means what is left to hire is the | | | | diversity in the workplace but that is an entirely |
| "Cream of the Crud".Generally speaking, the | | | | different subject for another article.Let's focus on |
| people you want to hire already have a job. They | | | | the generation Xer's and the Nexter's and how |
| are currently employed by someone else. Does | | | | they relate to hiring success.Some Definitions: |
| that mean we need to hire a recruiting firm every | | | | Baby boomers - born 1943-1964 Generation Xers |
| time we have a job opening? Maybe, maybe not, | | | | - born 1965 - 1980 Generation veterans - born |
| it depends on the position and the timeline for | | | | 1922 - 1942 Boomers - Xers are greedy, lazy and |
| replacement. However, it is more dependant on | | | | have poor work ethics Xers - Boomers are |
| how effective your company has become at | | | | obsessive, dictatorial and lack understanding. They |
| recruitment strategy, recruitment networking and | | | | "live to work" and we "work to live" Veterans - |
| creating a reputation for being an employer of | | | | considered a pain in the back side for action |
| choice.RecruitmentRecruitment isn't something you | | | | oriented boomers and technology crazed Xers |
| do as soon as you have a job opening. | | | | Nexters - born between 1981 - 2000 Young |
| Recruitment is a never ending process. | | | | teens just entering the work force Fast food |
| Management team members should be recruiting | | | | Technology Web page builders Willing to work and |
| all the time. It is not just the responsibility of the | | | | learn Seen by Generation Xers as self-absorbed, |
| Human Resource manager. Every management | | | | spoiled bratsXers and Nexters change jobs much |
| team should have a bank of potential new | | | | more frequently than we Baby Boomers are |
| employees based on contacts they have made | | | | accustom to. The most recent statistic I read |
| over the course of several years. Just because | | | | about employees changing jobs is that an average |
| you are recruiting doesn't mean you have to have | | | | employee coming out of college in 2003 expects |
| an immediate job opening. Remember, you are | | | | to change jobs at least five/seven times. That |
| looking for people that are already employed. | | | | statistic may be conservative today. Some |
| Challenge your HR director to develop a recruiting | | | | college professors argue that changing jobs is a |
| strategy that includes the entire management | | | | good thing. It can be an actual career strategy. |
| team and holds them accountable. Perhaps an | | | | Changing jobs increase your income, status and |
| incentive can be attached to the strategy.I know | | | | responsibility. "If your industry is on the move, |
| of one President of a medium sized company | | | | you should be too." I actually witnessed that |
| that carries a second business card that has the | | | | quote personally.There are avid proponents of a |
| following printed on the back of it."You seem to | | | | career advancement strategy that encourages |
| be the kind of person that would fit in well at our | | | | changing jobs as a routine strategic move. This |
| company. We are always interested in talking to | | | | strategy encompasses carefully planning your job |
| individuals like you. If you are interested in a | | | | change to be in alignment with your long term |
| career change, Please contact Joe @ 111-111-1111. | | | | goals. If you intend to be the president of a |
| Please reference my name when you call."How | | | | company, speed and coordination is |
| many times do you run into aggressive, inspiring, | | | | critical.Independent, unscientific surveys have been |
| and hard working people on a day to day basis | | | | part of my resources during my six years as a |
| that would fit in well at your company? Waiters, | | | | consultant. These surveys support the fact that |
| waitresses, sales people, clerks at hotels, the list | | | | Generation X'ers and Nexter's are a much more |
| could go on. This could be a major contributor to | | | | mobile work force than what we Boomers are |
| your bank of potential new employees. Of course, | | | | used to. Maybe that's why you often hear the |
| you can't overlook or ignore all the traditional | | | | tongue in cheek quotation in wholesale distribution, |
| recruitment methods. Your HR manager can | | | | --- "If you want Loyalty --- Buy a Dog."For |
| outline those in your strategy.The Hiring | | | | example, one survey of 275 distributors |
| ProcessLet's start with the resume. First, how | | | | reported:- Seven out of ten employees have less |
| many of you have ever seen a resume that | | | | than ten years with their current employer- Baby |
| doesn't say good things about the applicant? Most | | | | Boomers work for the same employer three |
| resumes are written very well. People take | | | | times longer than GenXers and this ratio will |
| classes, buy software and even hire employment | | | | probably be higher for Nexter's.It's no wonder |
| consultants that make sure these resumes | | | | that recruitment and retention are often listed in |
| present the candidate in the most favorable light. | | | | wholesale distribution surveys as the number one |
| Don't believe for a minute that all resumes are | | | | challenge facing management today. This is all the |
| 100% truthful. Don't believe for a minute that | | | | more reason to take the recruitment and hiring |
| most resumes don't contain exaggeration and | | | | process seriously. Track your turn-over rates, |
| enhancement.How about references? How many | | | | develop a documented recruitment strategy, get |
| of you think that anyone would be foolish enough | | | | every manager involved and hold them |
| to list somebody as a reference that is not going | | | | accountable. Once you hire them, you have to |
| to say wonderful things about the applicant? Give | | | | keep them. Take the following reality test to see |
| me a break! Today, most companies instruct their | | | | if you can qualify as an employer of choice.Do |
| managers not to give out any information beyond | | | | your employees receive career counseling?Is |
| basic date of hire and verification of employment. | | | | there a recently updated wage and salary plan in |
| You do check references don't you? If you don't | | | | place?Do performance incentives exist across the |
| you should even though you are likely to get only | | | | board?Do your employees receive regularly |
| positive responses or no information at all. | | | | scheduled training and education?Do they receive |
| Sometimes if the reference is a talker and you | | | | monthly performance updates and recognition |
| are a skilled interviewer, you can get some good | | | | beyond a once a year performance review?Does |
| information about the candidate. Try this | | | | customer feedback on peer reviews play a role in |
| technique the next time you are checking | | | | their evaluations?Are suggestions reviewed and |
| references. Find out the department the applicant | | | | awarded?Is there both a formal and informal |
| worked in. Get names of peers if possible. Call | | | | communication channel?Are employees treated |
| someone in the department that the employee | | | | with respect?Does empowerment exist |
| worked in other than the reference listed. Ask | | | | throughout the organization?Does the company |
| them about the applicant. You are likely to get a | | | | have a strategic plan that is owned by the |
| more honest, unbiased assessment of the | | | | employees?Does that plan include a human |
| candidate. Of course if the applicant is still | | | | resource strategy?One last thought, remember, |
| employed at the company this is not | | | | recruitment isn't just an external exercise. Look at |
| recommended.Interviewing the candidate--- At the | | | | your existing employees; invest in them; provide |
| risk of getting more stinging feedback, I can't help | | | | training, education and other development |
| but state that the majority of managers in | | | | activities. Take succession planning at all |
| wholesale distribution do a very poor job of | | | | management levels seriously. Dr. Rick Johnson () is |
| interviewing potential new employees. First of all, | | | | the founder of CEO Strategist LLC. an |
| most managers have never been trained on the | | | | experienced based firm specializing in leadership, |
| interview process. It requires excellent | | | | strategic planning and the creation of competitive |
| communication skills which includes the ability to | | | | advantage in wholesale distribution. CEO Strategist |
| really listen. Many times, we are thinking of our | | | | LLC. works in an advisory capacity with distributor |
| next question while the candidate is answering our | | | | executives in board representation, executive |
| first question. That is reason enough to always | | | | coaching, team coaching and education and training |
| have two people involved in the interview. The | | | | to make the changes necessary to create or |
| second problem most managers encounter is the | | | | maintain competitive advantage. You can contact |
| fact that they don't prepare well. They don't do | | | | them by calling 352-750-0868, or visit for more |
| their homework. Sure, they look over the | | | | information. CEO Strategist - experts in Strategic |
| resume, but that's usually the extent of it. | | | | Leadership in Wholesale Distribution. |
| Remember, the candidate, if she/he is smart, has | | | | |