Hiring Employees for Employee Satisfaction

Most potential employee seek for company benefits to protect their family with a minimal of health, life insurance, and disability insurance (workman's compensation).  These employee requirements listed below are more detail and conclusive.

• A company who has excellent benefits; insurance (health, life, disability, accident) paid vacation, paid holidays, paid sick days, paid maternity leave, and family leave.
• A company who provides a saving plan, and retirement plan
• A company who provides adequate training for growth
• A company who gives incentives for a job well done
• A company who provides quality leadership
• A company who is employee orientated
• A company which has a pleasant working environment *does not show partiality, and every employee is considered equally important

When seeking for employee satisfaction; it is always helpful and profitable in keeping good employees by offering company benefits which they feel are essential to taking care of themselves and their family needs.

Is it important for the employer to have the ability to hire qualified personnel?  How can an administrator hire employees who will produce with quality the desired results of the pending position and become an employee with satisfaction?  It might not be easy; but it is possible.

1. First a manager must be skilled in hiring impending employees. They should want employees who are fascinated with learning and who are emotionally stable a lot more than they desire highly technical people.
2. A person’s will to achieve can be visualized via a positive attitude when asked if they have done a specific feature in a job they have not done before. Example:  The new coordinator position may be required to complete Sale Trend Reports.  The applicant has never done a sales trend report; but they exhibit the confidence in their ability to learn.
3. When hiring the interviewer should see motivation. The applicant wants the job, not just for the sake of earning a living, but because they desire to grow within the company, and expand beyond the basics.  Questions should be something like this: “If you were to be assigned to another department; would you be willing to travel?” “Would you like to cross train for other positions within the company?”
4. The applicant’s experience; be it education or prior work experience should be in a related field. If they have no experience or education for the specific job; there must be extensive training and possibly additional education.
5. Their experience and/or education should indicate they know the job description, and they appear to have the desire to strengthen that knowledge if asked to take additional training in other departments. The job applicant must have a positive degree of desire, initiative and yet be flexible.
6. They should be well informed about the organization at an interview, and ask questions; and this in itself, is initiative.
7. A well planned interview with a potential employee can usually lead a manager to hiring more efficient employees.
8. Work experience or education alone is not the tell all either of how people will relate to a job or the people they work with. Emotional Intelligence (EI) is also an important part of hiring great employees.
9. Interview questions presented should be optimized to bring out a person’s ability to work well with others, to learn how they feel about their own ability and training, if they can take corrective criticism, and if they prefer to work in a group or alone.
10. The interviewer should be focused themselves, and try to help a prospective employee feel comfortable, and at ease.

Some applicants may hold back their level of experience, not meaning to; whether by fear or being a bit afraid of not getting the job.  The résumé is not always the tell all. It is not a perfect indication of what someone knows or their aptitude to get a job done well. Not anything can take the place of employing the appropriate person for the right job.  The majority of individuals are in many cases trained.  Some are not; some fudge a little on their resume.  If they have no knowledge of the position and it is a completely new field; it will take time and money to train. 

Yes it is most important for an employer to have systems, and plans in place,  along with qualified leadership who know how to choose additional qualified personnel.

• Leadership must have the desire to commit themselves to having employees who respect, admire, and are at ease in their working association with their boss. When the employee feel they are an asset to the team; they will perform their job description non-stop. 
• To produce employee satisfaction and employees who perform best; the company and immediate management must have a clear understanding of company policies and procedures first.  The hiring manger must also make it their business to know what happens when someone become unproductive, dissatisfied, or decides to move on. If the issue is related to the company’s insufficiency; they should try to correct, and/or amend.
• If there are personnel issues with manager/employee; training should be implemented so it is not likely to be repeated; regardless of who is at fault. That said, the employee is not always right, but nor is the manager.
• Managing means they are not just giving the instructions of what needs to be done, but they are there to assist. They are guiding, being an example, teaching, motivating, implementing, delegating, and promoting, and at the same time; meeting their particular deadlines.
• It takes devotion, determination and having a desire to stand out and be a manager that people love working for and have employees who are satisfied.
• A manager who wants employee satisfaction; but also employees who perform, and they must focus on having or developing people skills with related communication skills. They should know how to develop and to bring out the best in others. There should be a tactic to carry out the goals and priorities with ease and comfort for everyone. 

In processing the fundamentals necessary to hire the right employees which further promotes employee satisfaction and performance; it comes down to the employer’s hiring manager's responsibility. Obviously to hire the right employees; those who lead and those who follow, it is important to screen when interviewing. Especially if the organization i.e. employer has a workforce that loves coming to work everyday.

However, it begins with the direct, motivated manger. If the manager is not motivated; how can the staff be? A manager who has qualified people should not have to convince the employees they are working for the right company. They should know it by the benefits offered, and the optimistic attitude of “what can we as a company, do for you?”  The employees who are satisfied with the right company will then offer their best efforts of service in keeping the company a great place to work.

The manager who is hiring the employees must always convey:

• Positive attitude
• Professional behavior
• Be an employee of satisfaction and performance, themselves

The company must have impartial, positive rules and regulations to embrace their employee satisfaction. There is no point in a company or a hiring manager trying to hire employees who will promote employee satisfaction without putting the first emphasis on references of how the applicant has performed on other jobs.  It is the leadership-hiring manager's responsibility to always be in thought of how the company can benefit best in hiring an individual, and also how the employee's prior performances per references will meet the job description. 

Hiring techniques are no longer cut and dried.  It is an issue of leadership having successful hiring tools which help them to choose the right employees who will give the best employee performance.