TickTockMan
"Repent, Harlequin!"
So I have hired people before and have had to fire some as well. Most when interviewing was totally different after being hired. Any tips on not falling for those faking it?
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Hiring - How do you go about it?
- Thread starter TickTockMan
- Start date
If you mean hiring tradesmen such as plumbers or decorators, my first step is usually to ask for recommendations from friends and family. After that, it can be a bit of a lottery I'm afraid.
TickTockMan
"Repent, Harlequin!"
Kahaih
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References. From former clients and agencies. Follow through to make sure they are legitimate.
Don't be afraid of, or feel guilty about, looking around on line for personal information. This person is going to spend a lot of time in your personal space- not always supervised. And, you can bet they will do the same.
Don't be afraid of, or feel guilty about, looking around on line for personal information. This person is going to spend a lot of time in your personal space- not always supervised. And, you can bet they will do the same.
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As has been suggested the first thing is references. I would also ask about experience and if they understand your specific home care needs.
NotHardUp1
What? Me? Really?
In your case, it depends on how many candidates you have to work with.
If many, you might go through the normal screening questions, but, at some point, migrate to the problem of problems. You might ask, "What kinds of tasks do you consider to be standard or normal, and what would be exceptional, and what would be unsatisfactory? No one wants jobs to not work out, but one good way to avoid that outcome is for us to have a common understanding of what good work is. That way my expectations won't be out of alignment with your efforts or intentions."
You can even explain that bad outcomes have happened in the past. I wouldn't offer them as examples until AFTER your interviewee speaks to what is low or high, or on target.
By getting the employee (prospective) to own the standard, it becomes something not unilaterally imposed from above or the employer.
If the applicant balks or falters at the question, you may try again by giving examples. "Some clients might find cursing in their homes to be unacceptable, for example. In my case, I would not, but I would object to being cursed. Others might see being late as a huge deal. I would not, as long as I was given notice before. On a more positive note, I think vacuuming would be a standard task, but dusting furniture would be above my normal expectations."
Just swagging in some stuff to help you imagine.
If many, you might go through the normal screening questions, but, at some point, migrate to the problem of problems. You might ask, "What kinds of tasks do you consider to be standard or normal, and what would be exceptional, and what would be unsatisfactory? No one wants jobs to not work out, but one good way to avoid that outcome is for us to have a common understanding of what good work is. That way my expectations won't be out of alignment with your efforts or intentions."
You can even explain that bad outcomes have happened in the past. I wouldn't offer them as examples until AFTER your interviewee speaks to what is low or high, or on target.
By getting the employee (prospective) to own the standard, it becomes something not unilaterally imposed from above or the employer.
If the applicant balks or falters at the question, you may try again by giving examples. "Some clients might find cursing in their homes to be unacceptable, for example. In my case, I would not, but I would object to being cursed. Others might see being late as a huge deal. I would not, as long as I was given notice before. On a more positive note, I think vacuuming would be a standard task, but dusting furniture would be above my normal expectations."
Just swagging in some stuff to help you imagine.