tips on hiring employees

[badsekktor]

Any tips on spotting the bad ones from the good ones?
An uncle of mine has this mindset na kapag maraming anak eh hindi nya kinukuha, his logic is babale ng babale daw yun tao tapos mas madalas mag-file ng leave since maraming asikasuhin sa bahay yun tao.

[KingoftheNorth]

Any tips on spotting the bad ones from the good ones?
An uncle of mine has this mindset na kapag maraming anak eh hindi nya kinukuha, his logic is babale ng babale daw yun tao tapos mas madalas mag-file ng leave since maraming asikasuhin sa bahay yun tao.

That sounds like a judgment on the prospective employee's character based on how big his family is.

For me, nothing beats background checking and references. Pero pag 1st job yung applicant it's really hit or miss.

[badsekktor]

That sounds like a judgment on the prospective employee's character based on how big his family is.

For me, nothing beats background checking and references. Pero pag 1st job yung applicant it's really hit or miss.

Yep, ganun nga ang dating, pero in my experience, usually these individuals are the hardworking ones and would go the extra mile for the business. Pero madalas nga talaga bumale good thing is marunong naman magbayad....

Hindi assurance yun mga requirements eh! May na-hire ako kumpleto with nbi and police clearance, langya hindi lang tililing, kalembang ang sira ng ulo!

How about re-hiring former employees?

[KingoftheNorth]

Yep, ganun nga ang dating, pero in my experience, usually these individuals are the hardworking ones and would go the extra mile for the business. Pero madalas nga talaga bumale good thing is marunong naman magbayad....

Hindi assurance yun mga requirements eh! May na-hire ako kumpleto with nbi and police clearance, langya hindi lang tililing, kalembang ang sira ng ulo!

How about re-hiring former employees?

Well, the references would help...like endorsements from a former employer or boss on the person's character and work ethic and behavior. Old school but it works. The usual requirements of police and NBI clearance really do nothing but assure you that the applicant is not a fugitive or has criminal record or case.

Re-hiring former employees depends largely on how they left you in the first place. But, if it's hiring someone who worked for you in another company and you know he or she is suited for the job (and would thrive), that would be great.

[badsekktor]

Well, the references would help...like endorsements from a former employer or boss on the person's character and work ethic and behavior. Old school but it works. The usual requirements of police and NBI clearance really do nothing but assure you that the applicant is not a fugitive or has criminal record or case.

Re-hiring former employees depends largely on how they left you in the first place. But, if it's hiring someone who worked for you in another company and you know he or she is suited for the job (and would thrive), that would be great.

Hmm.... medyo challenge yan ah since most probably eh competitor namin yun magiging character reference...

How about sa mannerisms and the way they conduct themselves sa interview? Meron ba dapat guide and ano ang mga questions na dapat included or makapagbibigay ng hint sa work ethic and attitude ng prospect employee?

[KingoftheNorth]

Hmm.... medyo challenge yan ah since most probably eh competitor namin yun magiging character reference...

How about sa mannerisms and the way they conduct themselves sa interview? Meron ba dapat guide and ano ang mga questions na dapat included or makapagbibigay ng hint sa work ethic and attitude ng prospect employee?

Hard to say, bro. There are those who are good at Q&A and giving answers that you want to hear. Pero sa performance, sablay. Remember, they give the right answer because they want to be hired. On mannerisms, the usual. Observe his focus on what he is saying to you. Fidgeting (indicates nervousness) or the propensity to look up or another direction...lack of spontaneity.

As far as work ethic and attitude, I guess that's why we have the probationary period. I usually know within 1-3 months if the employee is ok insofar as those 2 things are concerned. Hindi ko na hinihintay ang end of probationary to regularize or terminate.

[L1quid]

Hmm.... medyo challenge yan ah since most probably eh competitor namin yun magiging character reference...

How about sa mannerisms and the way they conduct themselves sa interview? Meron ba dapat guide and ano ang mga questions na dapat included or makapagbibigay ng hint sa work ethic and attitude ng prospect employee?

Meron yung tinatawag na STAR format sa pag interview.

Tatanungin sila to share a "Situation" na naranasan na nila. Usually a difficult situation.

Tapos iclarify anu ba yung "Task". Next inote ano yung "Action" na ginawa nila to accomplish the task. Finally check ano naging "Result".

Base sa kwento nila sa actual experience nila, marami ka matatantya about them, tulad ng kung ganu sila ka detail oriented, critical thinking rin makikita mo kung face value lang ba ng problem nakikita nila, pano nila apptoach yung problema, may collaboration ba etc, o kung yung result na shinare nila may kasama bang mga indirect impact at di lang yung direct. Makikita mo rin kung bolero lalo kung walang coherence ang STAR nya.

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[WallyWest]

Ano'ng line of business ng magha-hire?

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[badsekktor]

Ano'ng line of business ng magha-hire?

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Iba-iba sir eh. I have several businesses. Meron manufacturing so basically laborers lang eh kaso meron na branches with small manufacturing capabilities na so kelangan ng supervisors. To cut cost, kelangan na rin consolidate ang fabrication so instead of keeping 3 groups of fabricators syempre pag-iisahin ko na lang. Tapos tellers pa sa lotto outlets, collectors sa mga paupahan, then meron pang farm, eh medyo malaki-laki rin yun size tapos iba rin ang batas sa farm workers plus yun accounting pa at yun mga paperworks sa mga permits. Currently kami ni misis gumagawa nun and yun mga trusted employees eh yun ang tumutulong. Pati hiring sa amin din dumadaan kaya medyo hindi namin matutukan ng husto yun ibang aspect lalo na sa pagtanggap ng empleyado. Ang mahirap kasi yun management ng laborers... yun masisira yun deadline mo dahil sa may excuse na aabsent ng biglaan or may issue yun isang tao... as much as possible gusto namin maminimize yun issues para tuloy-tuloy operation... now, gets ko na kung bakit mas gusto ng mga factories automated or by machine production nila... sakit sa ulo magmanage ng tao!

[NiCe2KnowU]

Ano ba position na hiring sa inyo TS? Yung way ng interview naman depende sa position, kung driver kaylangan mo ibackground check mo lang then tanungin mo previous employer nya. Yung katabing company na pinasukan ko dati, korean may ari hindi nagbackground check sa driver nila ayun tinangay yung van na service nila.

( Edit: sinagot mo na pala position)

Bigtime ka pala TS [emoji41]
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[badsekktor]

Ano ba position na hiring sa inyo TS? Yung way ng interview naman depende sa position, kung driver kaylangan mo ibackground check mo lang then tanungin mo previous employer nya. Yung katabing company na pinasukan ko dati, korean may ari hindi nagbackground check sa driver nila ayun tinangay yung van na service nila.

( Edit: sinagot mo na pala position)

Bigtime ka pala TS [emoji41]
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Majority laborers muna sir, yun top performer usually gets promoted to supervisor level. Small family businesses lang naman. Salamat sa diyos at kahit papano na-establish namin yun brand sa area namin kaya medyo lumalakas. Ang issue is we always hit a snag kapag nagkukulang ang workforce.... tumataas ang demand, not enough production kasi kulang sa workers... usually ang issue eh untrustworthiness or stealing sa company so immediately i have to let go kaagad kapag ganun ang issue. Minsan yun hindi pag-intrega ng sales... so technically continue hiring kami lagi sa laborers. Kanina lang may sinesante ako dahil naman nagwala sa labas ng pagawaan at pinagsisira yun mga gamit sa terminal ng tricycle.... eh di napilitan pa ako maglabas ng pera para pakisamahan yun toda doon...