This question may be simple or complex depending on how well
you really know your employees. These days, I hope you are taking the time to
choose wisely. There are many factors that go into this and in the Real Estate
market, you can’t be too careful! As a settlement company, we have to uphold
the highest standards in choosing trustworthy people because we are handling
the money in the transaction. We are trusted by our clients and we take that
very seriously.
I attended a best practices presentation earlier this week
by the MLTA that really put this into perspective
and made me start thinking more about how this is affecting our industry. They
had so much great information on the subject. Did you know that it is often
times the most trusted employee that ends up steeling from their employers?
According to Statistic Brain,
$50,000,000,000 is stolen annually from U.S. businesses by employees. How can
you make better decisions to hire more trustworthy people? Let’s take a look at
some ways.
Do background checks.
In an economy at the height of Short Sales, Foreclosures and Bankruptcies, you
never really know what the true financial situation is for your employees. If
they have collection companies hounding them every day and they owe more money
than they have, it can be tempting for them to look at other ways of generating
it. Make background checks part of your
hiring checklist!
Dig deeper than
references. One recent recommendation I heard from a seminar at Keller Williams which I
thought was great was to ask each reference for a reference to go deeper down
the line. If someone seems absolutely squeaky clean, they might be too good to
be true. Another great way to dig deeper is to check out their social
networking profiles.
Do they fit into your
culture? When you meet someone for the first time, it will be hard to tell
if they will fit in. Do more than one interview and make sure that your other
employees meet them and then get their input. This is another area where
scanning through their social media will help you!
By Lisa Whidden
No comments:
Post a Comment