Employees – A Pain in the Tookus : Part 2

Payroll Services LLC Dealing with employees

How to Deal with Employees

Employees are a pain in the tookus: ​​​​​​​Part 2


Two weeks ago I sent you an email complaining about how much of a pain in the tookus it is dealing with employees.  If you missed it, click here to get caught up….I’m sure you’ll agree.

Employees are a pain in the tookus, and the number one complaint originates when you do not even have them :


Hiring Employees is never easy no matter how good you are, and typically when you have to hire an employee, you’re in a hurry.   Think back to some of the times you had to hire an employee.  I remember one.   I sat down at my desk with a nice cup of coffee.  It was going to be a good day.  Then the two weeks notice walked in the door.  The coffee didn’t taste that good after that.

Now, you’re stuck.  You must hire an employee.  Now what? By the way, the clocks ticking.  So what do you do?

You put an ad out on some resume site, or job site promising “a qualified candidate in less than two days”.    Now you get what seems like a hundred resumes ranging from cooks, to electrical engineers….but you needed an account clerk.  Great.

This is the typical process for most small businesses.  Most small businesses throw a job opening out to some site and hope for the best.  It isn’t wrong, heck we do it all the time depending on the position.  The problem is how to weed through the many resumes that are piling in and how to actually hire an employee that will end up being a GOOD employee.

My process is broken out into six steps:

  1. Sorting resumes
  2.  Pre Interview
  3. Pre Assessments
  4. Interview with preliminary offer
  5. Working Interview
  6. Hire

Resume Sorting
When I sort through resumes I am mainly looking for tenure and “general” industry experience.  We run a workforce management company and hire a lot of CSRs.  For a new CSR I am looking for office type experience, customer service and general professionalism in their resume.  I am not only looking for experience in payroll, etc

I next look for tenure.  I am not a believer of “two years and move” on a resume.  In my experience it takes 2 years to learn your job before you can truly become a valuable asset (notice I said valuable asset and not effective in the business).  I am looking for 3+ years minimum and at least one position in the 4+ years.

I also look for geography in relationship to where the position will be.  If I’m hiring a part time employee , I’m not hiring an employee that lives an hour away.

I then sort these into an A B and F pile.   A are my first choices, B are my second, and F is everyone else.

From here I should have about 10 resumes to look at.

Pre Interview

Whenever I being the hiring process I start with an email to schedule a call.  I never call out of the blue as I want to be sure the candidate is ready.  In my email I list a few items about the job just to be sure I have a “match” on understanding.  This usually is simply the position you applied for is _____ , located in _____  and is part/full time equating to _____ hours a week.

This will knock out a few candidates.  You advertised for full time, but someone submitted a resume wanting part time.

Once the time slot is scheduled I make the phone call.

I start the call with a detailed job description of what the job entails as well as about our company.  As dumb as this sounds, many people randomly apply without doing any research on the company.  Never assume the candidate knows about your company.  Depending on the position this may be a “knock out” question.   I would caution, that the younger generation has not been properly trained to what professionalism is, and part of your expectation should be that you will show them what professionalism is.  Us youngins like to text   IKR !

Give a general guideline of what the position pays.  Remember, our job is to not waste our time talking with potential employees that are not good candidates.  If the candidate and you are not a match, find out quickly and move on.

During the call, I do not sell the position.  I actually tell them the hardest thing about the job.  I want them to understand the good AND the bad, and there is always bad in the job.  Part of this is starting a honest relationship with them.  The more I can get them to believe in transparency with me, the better I can decide if they are a good fit.  Remember it takes two to make this work.

If I think the candidate is someone I want to continue learning about, I inform them about the pre assessment process.

Pre Assessments

I cannot stress this enough.  You…must…run…pre assessments when hiring new staff for most positions.  This will save your own tookus.  We run the following pre-assessments for our own candidates:

Behavioral Profile

Logic Assessment

Computer Assessment

Customer Service Assessment

Background Check

Each assessment discovers crucial information about the candidate that you cannot pick up over the phone.  These have rarely been wrong in my experience.  From all the years I have hired, I think the assessment was wrong twice, and I ran a different assessment to confirm my uncertainty.

I also highly recommend that you go through each assessment yourself, that you plan to give.  This gives you an idea of what is asked and sets a benchmark that you know – yourself

We’ll go over steps 3 through 6 in the next newsletter.  If you have questions about hiring contact us here.  We offer pre-assessment screening, background checks, as well as applicant tracking.

Jonathan Pocius
President, Payroll Services LLC



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