Hiring and Firing, the Alpha and Omega of Business
[excerpt]

Two of the biggest hurdles when dealing with employees are hiring and firing. Knowing the basics in each situation can mitigate problems.

Hiring and firing, like birth and death, can be traumatic for the employee and employer alike. Making the right decision to expand the work force can be a gamble for the unprepared. The only personnel matter as formidable as a decision to hire an employee is a decision to dismiss one.

       In many gas and welding distributorships, there are no dedicated human resource managers. "Human resource manager" is one of the many hats an owner of office manager wears. Legal pitfalls exist at both ends of the spectrum. To sidestep those thorny areas NWSA Human Resources Consultant Dan Golombieski and Human Resources Manager Hugh Fisher at AGA Gas, Inc., Cleveland, Ohio, offers some guidelines.

The Basics of Hiring
       "To place the right candidate in the job, the person who handles human resources at the distributorship should work closely with the supervisor or manager who is looking to fill the position," Golombieski said.

       The HR expert and the supervisor should work together to accurately define the job: the duties, the education, and the experience required.

       The next step in the hiring process is finding applicants. There are, of course, the usual sources such as "want" ads in newspapers and employment and recruiting services, but Golombieski suggests alternatives such as employee referrals, temporary agencies, and an in-house job posting program.

       "For larger companies that come under affirmative action plan requirements," Golombieski said, "they must legally register the job opening with the local job service – that's usually the state unemployment office."

On-line, on the job
       Extensive Internet searches for professional or managerial jobs are taking place. There are several no-cost job sites where companies can electronically post job openings and readers can respond. These sites save the cost of advertising or working through recruiting firms.

       After finding candidates, HR should screen for required job qualifications.

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