How to Hire an Effective Manager

Hiring a manager is different than hiring a regular employee in the sense that they will have more responsibility, will need to manage other employees, and will report directly to you. Here’s how to hire an effective manager: 

Look for Someone with a Proven Record. 

When hiring or promoting a manager, you need to look for someone who has repeatedly proven themselves. This means seeking out someone who has had multiple opportunities to do the wrong thing, but has instead chosen the right path. For example, seek out an employee who repeatedly is on-time, shows great work ethic, and makes moral decisions within the realm of your business.

Look for Someone Who Has Great Colleague Relationships.

A manager will need to be respected by their colleagues and peers, so it’s important that they have great colleague relationships. To assess this, you can ask their colleagues anonymously what they think about that particular employee, or you can simply assess for yourself through the act of observation to see whether or not they have great colleague relationships.

Look for Someone Who Knows How to Assert Themselves.

An effective manager will need to know how to assert himself/herself to fulfill responsibilities. To assess this, watch your employees to see who naturally takes charge in a situation of conflict or concern. The person who rises to the top in terms of leadership and taking charge is the person whom you should most readily consider promoting to being a manager instead of an employee.

If you’re looking to hire an effective manager but don’t know where to start, contact Award Staffing. We can help you find employees who would not only be a great fit for your company, but who would also be a great fit to be a manager. We will look out for a specific set of skills to ensure that your new hire can accomplish this successfully.

What to Bring to a Job Interview

When you’re going on job interviews, there are several things you need to bring with you to help ensure a successful interviewing experience.

Resume. 

Your interviewer will often ask you for a copy of your resume (even if you sent one earlier) Bring several copies with you in case there is more than one person sitting in the room with your interviewer. Make sure to print out your resume on quality neutral-toned paper so it can stand out from the crowd. 

References.

Have copies of your references on hand, so you can easily hand it over to your interviewer. The less work your interviewer has to do on your behalf, the better chances you have of getting the job.

Notepad and Pen.

You may not need it, but it’s important to be prepared. Appearing over prepared as opposed to being underprepared is always a plus. 

Folder.

Don’t have your papers and pen floating around loose in your hands, bag, or pocket. Make sure you bring a nicely-organized folder and keep your belongings inside of it. Your interviewer will likely take note of your organization and will be impressed. 

Water.

You never know when you’re going to need to cough, clear your throat, or sneeze. It’s important to bring water so you can remain hydrated and have a solution in case any of these uncomfortable situations arise during your interview.

If you need help finding jobs, contact Award Staffing. We will be able to help you line up interviews for jobs that are a good fit for your personality, work experience, and future career goals.

How to Find Great Employees in a Skills-Gap Market

It can be tough to find great employees in general; this is especially amplified when in a skills-gap market. There are a few specific strategies you can use, however, to help you succeed.

Use Social Media.

Social media is a great way to find candidates in a skills-gap market. The networking effect extends your reach to candidates. Make sure you post a dedicated job posting with lots of details about the duties, salary, and location, so you sort out the serious applicants from the non-serious applicants. 

Word-of-Mouth.

Similar to social media, word-of-mouth is a great way to extend your company’s reach.   When using word-of-mouth, however, it’s very important that you talk to the correct people. When needing a new employee, get the word out with your current employees or other respected professionals in your industry.

Hire a Staffing Agency.

The best way to find new employees in a skills-gap market is to hire a staffing agency. Staffing agencies have large databases of reputable recruits who are willing to start work at a moment’s notice. They also maintain a consistent database.

If you’re looking to hire new employees but don’t know where to start, contact Award Staffing. We will be able to help you find the right employees for your unique business needs. We will also be able to help you find employees who are willing to commit to your company long-term as opposed to a short-term opportunity.