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3 Types Of Employees You Don’t Need

Here are three types of employees you definitely don’t want or need in your business.

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You go to work daily for five days in a row, every week of the year. You spend an inordinate amount of time with your employees so you get to know them fairly well. Their everyday quirks and idiosyncrasies shine through eventually and you’ll either learn to love them, tolerate them or hate them. Of course, you want to be able to love or at least tolerate your employees and so it’d be smart to be aware of who you hire in the first place.

I don’t think I am alone in my sentiment when I say, there are just some people you don’t want working for you.

The best plan is to spot the bad apples early on. In the interview process you should ascertain whether or not they’re going to cause a problem for you and your business.

Here are three types of employees you definitely don’t want or need in your business.

Related: The Key To Hiring The Best Employees

1

The fragile, special one

This is the employee that believes they deserve a bit of extra special treatment. They might even think that their reasoning for this treatment is valid.

This is the employee who will happily tell everyone about their personal problems, their horrid ex-spouse, what their psychologist thinks about their anxiety disorder and so on, and these are the reasons why they believe they deserve special treatment.

This means, according to them, they may arrive at work later than everyone else and leave early or take a two-hour lunch. They’re shocked when anyone has anything to say about their behaviour and often, they’re really manipulative.

They’ll have worked the boss around their little finger ensuring they get away with anything and everything.

When interviewing a new employee, make sure to ask them how they feel about rules. Ask them about their thoughts on corporate structure and culture. Also, you might ask them about teamwork and how they’d handle a colleague who is passing the buck or under-delivering. Their answers are likely to give you clues to their regular behaviour which will be different to their interview persona.

2

The “that’s not my job” one

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Everyone gets a job description with a list of their responsibilities and tasks that they must complete to perform in their position. However, everyone knows that every now and then some other tasks may pop up and everyone is expected to chip in and assist in getting the job done or project finished or deadline met. But there are some employees who will only ever do what their contract outlines.

They are unwavering in their resolve to do no more than is required and what has been put in writing by their seniors. Unfortunately, this means that as an employee they’re not reliable, they’re not going to get their hands dirty and certainly have no interest in the other departments in your company.

This is, of course, a problem for you as the manager or business owner as well as a concern for this employee’s teammates. While you don’t need them to take on other people’s work you’re going to need them to step up when the going gets tough.

To try and ascertain whether or not your interviewee has this type of nature you need to enquire about their previous positions and whether or not they dabbled in tasks outside of their designation. Also, you should find out if there are other departments that they’d be interested in. For instance, imagine employing a copywriter who has a knack for SEO or digital strategy. They’d be very valuable to you, whereas a copywriter who is a purist and will only ever write words for you is not as attractive

Related: 6 Tips to Keep in Mind When Hiring Your First Employees

3

The one who doesn’t understand that work is work

This employee is probably a social butterfly. They’re going to appear very positive and willing in the interview and you’ll probably enjoy that. However, be wary. Some extremely social people don’t understand that they come to work to actually perform in their jobs and not just simply make friends and hang out.

Related: 4 Tips On Hiring In A Small Business

Now, work friendships are bound to blossom among team members and even between employees and their seniors. However, boundaries need to be in place and those who share too much are not leaving their personal lives at the front door. Therefore, whatever happens to them will become everyone’s business and this can create a terrible distraction to their colleagues.

If your interviewee gives too much away about their personal life in their interview then you should see this as a red flag. Ask them about how they handle stress or to give you an example of how they’ve managed stress previously.

 

Megan only discovered her love for writing at the age of 28. Before that she spent her time in the theatre world and then in the magazine industry, where she realised the sweet reward that writing can deliver. After building up her portfolio Megan ventured into the digital realm to try her hand at the online game. Now she is the editor of The Cradle, an African entrepreneurial website that advises entrepreneurs and small business owners across the continent.

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Hiring Employees

4 Benefits Of Business Process Outsourcing For Small Businesses

Using data outsourcing has many benefits for your small business and is something you need to consider should you want to improve and make your company more efficient.

Tasmin Copley

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When starting a business, you don’t always estimate the amount of work and skills needed to operate and manage your business efficiently. But that’s where business process outsourcing (BPO) comes in handy, and can save many startups from going under before they’ve barely begun making waves in the market.

Take a look at your small business. Are you constantly searching for qualified and experienced people to undertake tasks but never having the funds to employ and fill all the necessary roles? Do you find that most of your time, as manager, is spent on administrative tasks that don’t directly contribute to any of your company’s goals?

The way you’re going to save your business and grow it at the rate you initially projected, will be by outsourcing these activities to computer and data processing services who can overlook those details while you attend to your business. Using data outsourcing has many benefits for your small business and is something you need to consider should you want to improve and make your company more efficient.

1. Rely on the professionals

One benefit of using data and form processing services is that you can rely on the professionals to get the job done. Their business is to monitor, process and report on the processes of your business that you entrust to them. And you won’t have to worry about hiring and training a whole new team or spending countless hours on those mundane tasks. Data processing, marketing or accounting is their speciality and they know exactly what they’re doing.

And the best part is that there are a variety of business processes that can be outsourced.

Related: The Surprising Tasks Your Competitors Are Outsourcing

2. Save time on most business processes

A great benefit of BPO is that you will no longer be responsible for the tasks you didn’t necessarily sign up for when you started the business. This means you can take every minute saved by outsourcing to develop the areas of the business that made you start up in the first place.

Different department functions that can be outsourced include:

  • Human resources: The hiring process can be a long and draining one. Outsourcing your human resources means there are other people responsible for filtering through hundreds of CVs and applicants based on what you’re looking for through a series of high-quality-candidate databases. All you’ll need to worry about is the final interview and meeting.
  • Marketing: Understanding your target audience is important in business. And marketing is the tool that allows you to engage, manage your brand reputation, acquire new customers and maintain your current client relationships. But if you aren’t a marketing firm, there’s a chance you’ll miss these ROI opportunities, which is where outsourcing would be the best option.
  • Customer service: Not many small businesses can afford to operate and set up a 24/7 call centre within their offices. Outsourcing call centres to manage your customer support is more common than you may think and will save you the effort and resources of creating a new department in your company.
  • Finances: You business’ finances are arguably the most important asset that needs to be tracked and managed. We can’t all be financiers and since finance is so important in business, outsourcing your business finances is advisable. You won’t find yourself spending more than you can afford, you won’t have to worry about payroll, tax preparation or any accounting activities. Your financial BPO will take care of it all and you can stick with what you know best about business.

By making use of business process outsourcing, you’re allowing yourself and your employees the opportunity to hone in on the skills you already have instead of trying to find time to learn new ones that aren’t related to your everyday job description. This will also allow your company to become more efficient in its industry as the focus will be solely on the business’ product or service offering.

3. Reduce operation costs

The reason why small and large businesses choose to outsource business processes is the opportunity to reduce operating costs. Also, it’s incredibly convenient and stress-relieving to not have to try and do a job you don’t quite understand and aren’t qualified to do.

BPO reduces operating costs as you won’t have to spend money on new employees, employee training or the equipment and software to carry out those tasks. You will also be saving yourself time on tasks that don’t need to be done in the office. That time can then be put into business-focused activities that can make your company more efficient in the product or service it offers customers.

Related: 5 Time-Consuming Tasks Small-Business Owners Should Outsource

4. A competitive edge

Having the extra time to focus on the real work your business does, will give you a competitive edge. And not only in the industry of small businesses. Having the resources to make your business products efficient and the best on the market has the potential to make you a competitor amongst larger businesses.

By choosing the right BPO companies, your business will also be operating with the latest technology and software – without you having to pay extra for it. This is an edge above most small business who attempt to do everything on their own before they’ve established the necessary profit margins to make those upgrades and remain consistent in their development.

These are just four of the many benefits of BPO. Make the smart business decision and use BPO to your advantage. It’s a quick, easy and affordable way to build your company and witness exponential growth.

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Hiring Employees

How Your Company Can Easily Attract Fresh Talent

Well, there are many ways to go about attracting fresh talent, the easiest of which are…

Tasmin Copley

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The minds that are walking out of university these days have so much potential and power which many companies are longing for. Fresh new minds that are eager to start working and applying themselves in the “real” world. The best interests of your company lie in attracting this fresh batch of millennial talent. So how exactly could you do that?

Provide opportunities to learn

Millennials are after experience and career growth. They want to know that the company they will be working for is prioritising that journey. And what better way to encourage them on their career path than providing learning opportunities within the business?

A few of the main ways companies provide their employees with opportunities to learn are through internships, learnerships and mentorships.

  • Internships: An internship is like a pre-entry level position where interns have an opportunity to learn the ropes and figure out if this is, in fact, the industry or career they want to be building a career in. This is an extremely valuable and appreciated opportunity for most graduates and a way for companies to easily spot talent. If both parties are happy with how the internship has been carried out, all the employer needs to do is offer up a permanent post.
  • Learnerships: What is a learnership? And what are the benefits of a learnership in a company? A learnership is an educational training programme that companies offer to employees which allows them to gain work experience while learning industry-relevant theory. It’s more than a basic internship as learnership jobs can lead to a registered NQF qualification. This is beneficial to the company as they can be certain that all their employees are equally knowledgeable about their work and millennial applications will be flooding in for the opportunity to add further education and experience to their CVs through this opportunity.
  • Mentorships: Fresh minds are still newbies in the business and want to know that they’ll be taught (not spoon fed). This is where companies can offer mentorships that new employees can work with seasoned employees to gain business tips and insights that will help them become better. This is what graduates are looking for, an opportunity to learn from the best in order to be the best.

Related: Hiring Tip: Ask About The Candidate, Don’t Talk About The Position

Be an innovative environment

You can’t expect to attract fresh minds and creative talents when your company lacks an innovative environment. People want to know that they will be challenged and inspired every day by their work environment. And it’s not about working overtime to keep your new employees stimulated, but about making sure they have the resources, creative team members and freedom to think outside of the box.

They need to know that their innovation will be encouraged and supported. When advertising for vacancies, don’t be afraid to mention some of the innovative projects you’ve done. It will definitely excite any innovative minds on the job-hunt and those are the types of people you need to elevate your company.

Provide flexible work schedules

Flexibility is the work-trend at the moment and young people are looking for flexibility from their jobs. Being flexible with your work schedules is in your company’s best interest for more reasons than just the talent you’ll be attracting:

  • Discourage the turnover rate of employees as they will have an increase in employee satisfaction.
  • Increase in productivity from punctual and purposeful employees.
  • And there will be an opportunity for extended business hours to increase customer satisfaction.

If you offer and implement it in the right way, flexible working hours are probably the easiest way to retain current and attract new talent to your company.

Be digitally relevant

Having the latest technology and digitally-advanced business processes shows new talent that you’re all about adapting to the constantly changing environment. They will want to work for you because this strive for relevance means they will constantly have opportunities to improve and find new ways of taking the company and industry forward.

Related: How To Know If You’re Mismanaging Your Staff

Start by improving your office processes and being more digitally savvy. The more “ancient” your ways of doing things, the less fresh talent you’ll attract. People don’t want to sit and struggle through admin when their time could be spent on something more useful and relevant to the current era.

By making the most of technology, it also shows that your company chooses to be “green” with how they conduct business. And being part of a “save the planet” movement while doing your day job is what most young people strive to do these days.

Every company can easily attract fresh talent by implementing the above practices. And the resources that are spent is nothing compared to the revenue these new minds can potentially bring in by being part of your company.

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Hiring Employees

Youth Employment An Opportunity

South Africa has a high youth unemployment rate – it is vital for business to consider alternatives for youth employment.

Henry Sebata

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A young female graduate with hands-on experience in setting up and running community projects, had resourcefully turned a hobby into an income-generating small business to support herself,  while seeking employment… a skilled person, wouldn’t you say?  It took her five long months to find employment – and in that time she received 50 rejections – 50 rejections with no useful feedback as to why she was being turned down.  We employed her – and within the first few days she’d surpassed our expectations, had added ‘value’, so much so, that two weeks later we assigned her to a project.

It’s this kind of potential that company recruitment approaches seem to overlook!

There are 6-million unemployed young people in South Africa – and the social and economic transformation economy that  is crucial for the country, is an economy that has been growing at less than the minimum 5-6 percent required to shrink unemployment, largely due to the under-performance of main institutions.

Related: Entrepreneurship – A Greener Pasture For Young People

Business accustomed to turning problems into opportunities of value-creation regards the South African Education and Training system as one that does not deliver in equipping young people with the requisite work and readiness skills.  There are government tax breaks and grants which provide opportunities for short term employment, but unfortunately these do not create value, nor are they sustainable as they are not used strategically.

Last year I had the good fortune to attend the Youth Employment Enterprise Skills Solutions (YEESS) summit in Nelson Mandela Metro – engaging with the young attendees I found that they were determined to change the view held by business that they are considered a risk, to one which recognises that they can, and do, add value and assist in realising opportunities, particularly because of their age -related attributes that give them the edge.

Young people

  • are a cost advantage – they cost less (South African staff is paid on the basis of the years of work rather than the value)
  • have a higher level of energy – they work faster and for longer hours
  • have flexibility – they learn new tasks /systems quickly, and are often more innovative
  • can increase revenue – they enjoy engaging with customers, and being ‘entrepreneurial’ (eager to promote products and services in the market)

Business should consider these opportunities – the model that many businesses currently use pays young people a stipend which usually just covers their living costs and employs them for a short period; and then the norm is to “find” something for them to do to keep them busy… a soul-destroying experience that in no way creates value and is certainly not one on which to build a career.

Related: Funding And Resources For Young SA Entrepreneurs

Alternatives to the existing model are to:

  • clearly pinpoint the opportunities and define the value (that the potential employee is required to add)
  • provide training – measuring potential is a challenge – a short training programme for job-seekers can clearly identify the ones who benefit most, and are thus likely to be the most valuable – and there is the plus of 4 BBBEE Skills development points for the training of unemployed people
  • provide a ‘proving’ period (3 to 12 months) where goals, expectations and support are clearly laid out -this provides an important business foundation experience in a productive environment considerably improving the chances of the young person’s absorption into the business culture.

By changing the way one views youth unemployment – to see youth employment rather as an chance to reduce costs, increase revenue and contribute to the building of skills and training future entrepreneurs – presents the perfect opportunity for business to contribute to the country’s future stability and gain economic returns.

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