tips on hiring employees

**badsekktor** · October 11th, 2018 09:43 AM

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** · October 11th, 2018 09:56 AM

Originally Posted by 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.

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** · October 11th, 2018 10:13 AM

Originally Posted by KingoftheNorth

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** · October 11th, 2018 10:21 AM

Originally Posted by badsekktor

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** · October 11th, 2018 10:40 AM

Originally Posted by KingoftheNorth

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?

**WallyWest** · October 11th, 2018 10:53 AM

Ano'ng line of business ng magha-hire?

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**KingoftheNorth** · October 11th, 2018 12:00 PM

Originally Posted by badsekktor

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** · October 11th, 2018 12:58 PM

Originally Posted by badsekktor

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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**Egan101** · October 11th, 2018 01:02 PM

Originally Posted by L1quid

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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I do the same thing when interviewing key candidates just to get a feel of how sharp they think in hard situations.

**badsekktor** · October 11th, 2018 02:30 PM

Originally Posted by WallyWest

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!