How an Organization Should Select, Hire & Train Its Employees

Next Video:
The Role of a Public Relations Representative in Fashion....5

How an organization selects, hires and trains its employees will have a large effect on how successful that organization actually is. Find out about how an organization should select, hire and train its employees with help from a PR and marketing expert in this free video clip.

Part of the Video Series: Marketing & Business
Promoted By Zergnet


Video Transcript

Hi. My name's Heddi. I'm the Big Cheese Founder of Travel Gift Card at in wintery San Francisco. So today, we're going to talk about how to select, hire and train employees. I don't care if you're a major corporation or a small corporation, there is a method to doing this and getting it right. The bigger the corporation you're just using more resources that you feel you should need. So I'm going to show you the basics. Let's get going. So you can go to Look at this, I love this. This list goes on about hire and training employees, how to introduce the employer, deciding methods for recruitment, how to plan, how to write a job description, how to evaluate evaluations, how to evaluate your evaluation, your evaluations, how to prepare yourself, how to conduct an interview, it goes on and the best part is when you get to the end, it keeps on going. It's a bit like me, it just doesn't ever stop, this whole spiel. It won't come in handy, but I'm going to put it down. How an organization, we're going to forget that for now, of course. How an organization selects, hires and trains employees. We will go back to it afterwards. Use the foundation technique. I have done this many, many times. Selection, recommendations for in house recruits, people who maybe want to be internally be promoted. Word of mouth, WOM, word of mouth for external by existing employees. Maybe your friend's got a friend of a friend who's going to be a good recommendation, who's obviously going to be potentially hired. Recruiters, there are pros and cons of that. They can be expensive, the recruiter can take a really long time, they don't know really sometimes what they are talking about. I'm not really keen on recruiters on some levels. And then you've obviously got Craigslist, Simply Hired, The Ladders, depending on your pecking order and your priority about placing an ad. Create a wish list of what you want. You are wanting to settle for five of the ten or at round about 80 percent. But go for ten credentials. You'll be happy if you can get that bonus of 80 percent. You can always train the rest of the other credentials. OK. I actually wrote ten credentials. I actually meant five. But people make mistakes and I did today. Hire, now you're hiring somebody, you've got interviewers, two eyes and ears are better than one. It can be at the same time or on different days. It is not a big deal, always have two people though. Terms of agreement, lay down expectations, organize a salary, the benefits, the goals, negotiate everything, do the handshake, get the contract going. It's very simple very easy. Many of the companies do it, you can do it as well. You're not that stupid. Training, on the job training always. This is time and this is cost effective. Get a lead supervisor for the person that's going oversee them or throw them into the dragon's den. I've always been thrown in every single job which is probably why my first ever job and ongoing has always been a C level exec. Because I was slung into it, I learned faster that way. So it depends. It depends on who you're hiring, it depends what the job is. It' might be something very technical that does need to have somebody who will oversee them or it can be based on the personality and speed of the individual on how they achieve. You need to note this one down. Either way is not good or bad, it just depends on what you're dealing with. Put somebody on a thirty day probation. Personally you're going to put the fear of god in them to make sure they actually follow through. But because that, you're not then needed to do annual reviews. They are futile. You want to do on-the-job amending. So those two tie together. And remember, irrelevant of the size of the company it still requires the above core foundation. So now you can go back to, go through each of those that I've just given you and then go back to So right. So what we're going to do, and I'm as usually not too really comfy, I feel a bit like a tea pot, but I actually am quite comfy like this. So we're going to finish off now. Use my core foundation, actually no, it's irritating after a while. Use my core foundation and my technique that I gave. It's a really really good system. Then if you want to fine tune it, then go into to look at the rest of the details. And OK. How do you create the ad. What's the thing that you're looking for on the interview. I gave you the egs. of via these. But always do on the job training. And it's a really really critical thing. I was thrown into every single job I have ever done. It is nuts. But I started off with the ground running because I'm a one to ten person. I can excel really quickly. Not everybody will do it the way that I do it. Some people do need to go to a new career and have complete training. But do it while you're working. Forget about the annual reviews. It's so 1979 and nobody cares about that. Somebody's been working for a year and they're screwed up. You let them work for 365 days and screw up, no. When you're training make sure you are continuously doing a performance evaluation, because that person could be amazing for the company but maybe needs a bit of a tweak to move into a different role or a tweak in the job that they're doing. So then every month or every few weeks everybody's ego and the empowerment is working a lot better and the confidence is building up as a full team. My name's Heddi. I'm in San Francisco. I'm the Big Cheese Founder of And I'm going to finish off like this. Have a lovely evening.


Related Searches

Is DIY in your DNA? Become part of our maker community.
Submit Your Work!