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Questions about employees?

reliable-flexibleYou have a business and want to succeed. In order to expand you need to hire employees to do the work. But, while you are an expert at what you do, you may often fail to pick the right person and can run into trouble. So what DO you need to know?

Here are some of the questions often asked but have no answers for:

  1. What kinds of people cause trouble?
  2. What should I watch out for?
  3. How can I handle it if I have already gotten into trouble?
  4. How can I deal with office “politics”? Is there any way to get rid of it?
  5. I want a happy productive atmosphere how do I go about getting it?
  6. My good employee seems to be sliding, what should I do?
  7. I suspect they drink or do drugs; what can I do about it?
  8. Who is causing the problems?
  9. I’m swamped and I see others idle; but I’m busy, how can I deal with it?
  10. What if they’re just playing card games on the computer?
  11. How do I handle the lateness?
  12. Why do some seem to be sick all the time?
  13. My business is suffering; can I do anything about it?
  14. When do I need a lawyer?
  15. How do I better structure the business organizationally?
  16. What about job descriptions; should I spend the money to get formal ones done?
  17. How much should I pay the person?
  18. What is the standard salary range for this position?
  19. How can I find the reliable people?
  20. How can I know if a new person will fit in?

Having the answers to these questions will simplify your choices.

How we can help

If you have a question and you don’t have an answer maybe we can help.  Call me let me know what you need and want.  Find out the tools we offer to take the guess work out of hiring and prevent future troubles. Call now!  604-568-7442


Wendy Smith is the President of Accurate U-MAN Hiring Inc, dedicated to helping you get the right person in the right place for 22 years.  Accuracy counts!

How to tell if they DO have a clue.

now hiringIt’s unfortunate that this picture makes us smile.  Humor is often a recognition of some outness we can reject, so there must be some truth in the original idea.  And sadly there is.

People without a clue cause trouble for all.  They aren’t sufficiently PRESENT to get the job done.  They don’t really hear what they have been told to do or how to do it, and are likely to start off blindly with what they think is required.  Or they have a preconceived idea of what they thought they heard you say.  Or maybe they have the viewpoint they know better than anyone about what needs to be done or should be done.

None of these scenarios are conducive to success in business.  A company’s goal is to reach targets and achieve viability. Having people aboard who don’t contribute to that is counter-productive, and downright risky.

It’s covered under the idea of correct estimation and attention. One must have their attention ON the scene at hand and be able to estimate what would then need to be done.

To be successful, one must be able to size up a scene correctly and accurately enough to then be in a position to make a good decision. This point measures the ability of the person to correctly estimate people and circumstances. Not everyone is clueless, but knowing in advance helps, doesn’t it?

If you want an Accurate picture of any person you are considering, use the U-TEST!

Test your people knowledge

Wondering?

Could you be fooled?

If you are going to work with people you should know about them; their attributes and behaviors.  An in-depth understanding of people can ensure your goals get achieved, for each project or the whole company.

How well do you know what a given person will do?

Candidate or employee, here’s a check of some key personality points.  Check it over, test your know-how.

  1. It’s possible to know enough about a candidate during an interview or two. True? or False?
  2. What percentage of a group can you count on to get the job done?  20%?  60%?  100%?
  3. What percentage of any group is truly destructive to the group’s survival?  2%?  10%?  20%?
  4. What is the key indicator that a person WILL be destructive? Tone?  Track Record?
  5. What would show most clearly that you could trust someone? Experience?  Certainty?
  6. What is the average tone of reliable people? Cheerful?  Conservative?
  7. How can you tell when a person is likely to be focused?  Looks? Performance?
  8. What trait shows an ability to get things done?  Stability?  Drive? 
  9. Can a person really change?  Yes/No
  10. An emotional person probably won’t do a good job.  True? or False?

How did you do?  Email me your answers and I’ll send you a brief rundown on each point.  Feel free to ask me questions, too.  I promise you will be smarter for the effort.

Lorraine Taylor
Admin & Marketing
lorraine@u-man.ca
Accurate U-MAN Hiring Inc.
B-2800 Douglas Road
Burnaby, BC V5C 5B7
T: 604-568-7442 F: 604-568-7448
www.u-man.ca

Test Us!

Accurate U-MAN Hiring

Sometimes one just has to blatantly spread the word; well, advertise of a sort.  I just had to announce we’ve made changes! Our new name is Accurate U-MAN Hiring.  It’s reflective of what we can offer – Accuracy!  We can provide an accurate picture of the performance potential of any candidate.  It gives you certainty in your decisions.  You lay out the requirements, we tell you how well the person will do in carrying out  your expectations.

Skills you know.  But the softer arts, communication, loyalty, potential longevity, team player or trouble-maker and much more are not so obvious in initial interviews.  It takes time – something you can’t always spare.  Or, a test such as ours.

Test us!  The result will speak for itself.

Lorraine Taylor
Accurate U-MAN Hiring
lorraine@u-man.ca
604-568-7442

Have you found out WHO is Attached to That Resume?

resume handed to uIt’s looking good…

Or is it?   Of course you need resumes before  even considering a candidate for any opening.

How often have you seen a fabulous resume and then skimped on doing a thorough interview as you were so certain you have the right person? Or worse, you’ve conducted a hiring interview with the intention of ensuring this person gets hired.

After all, you read the resume carefully, didn’t you? Read more…

FAST, but Yikes, the mistakes! Here’s how to sidestep that

He seemed SO good in the interview!

He seemed SO good in the interview!

Have you ever fallen into this trap when hiring new personnel?

You advertise, handle mountains of applications; work for days in interviews, negotiations, internal training, etc., only to find your new employee doesn’t work out.

Their “mask” of socially acceptable ways to get through interviews has put you at risk.

Heartbreaking to say the least, but it is a sad fact that not every person hired works out.

It becomes expensive, not only in terms of time and money, but also a  in the distraction to the rest of your personnel and the organization as a whole. Then, you have to start over again.

Detect the valuable employees and avoid the risks; before the hire.  There ARE ways to find out this sort of scenario – simply and quickly!

Don’t miss this step.  Get a good testing system first!

Ask me!

Lorraine Taylor

 

 

Workable Job Descriptions – Where Do You Start?

Image

A job description is a major part of creating confidence for a new person on a position.  Filling a position that was held by another and for which the leaving employee can turn over their hat is not very complicated. 

But what about a new position; one that you want to create?  Read more…

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