One big happy family: gain the edge by hiring and retaining the right employees for your...

A new business owner confessed to me once that her company was growing so fast, she felt she needed to get another employee in the door as quickly as possible. But after living through the pain of a disastrous hire--the kind that almost destroyed her business--she now has a new perspective on the

Half of all employment situations result in hiring the wrong person for the job, according to business experts. With the cost of a mis-hire running as much as 24 times the inappropriate employee's salary, it's difficult to ignore the financial implication to a company's bottom line.

When employees leave, business is disrupted and customer satisfaction often suffers. Much of your valuable brain trust also goes right out the door. That's why it's so important to find quality job candidates.

Search and employ

Most people would agree that the foundation for building a solid business begins with hiring correctly. To prevent a costly mis-hire, employers should consider improvements in these three areas:

1 Role clarity. The average person believes a job description is all that's needed when preparing to hire someone. However, that is just a listing of the tasks or duties for the position.

A potential new hire may be able to perform the tasks listed in the job description. But if he or she doesn't fit the culture of your business or lacks the strengths you need, you will have problems.

Therefore, clarifying the behavioral strengths and styles needed for any role in your business is a vital first step.

2 Interview process. Many companies simply don't have a proper interview process in place. This is especially true of smaller firms. A hiring system should include the following:

* Know the appropriate places to advertise the position.

* Conduct preliminary phone interviews.

* Create a set of standardized questions.

* Follow up with candidates on a timely basis.

Conducting a successful interview requires as much skill as passing one. Ask candidates challenging, open-ended questions to provide real-world examples of their accomplishments at previous jobs. Learn how to interview well, then train others involved in the hiring process.

3 Patience. With so many day-to-day decisions to make, many owners and managers admit to rushing into hiring someone. They incorrectly think it will minimize disruption to the business.

As mentioned earlier, the opposite is far more often true. Hiring the wrong person has the potential to do much more damage to your company than leaving the spot vacant for the right person.

Building a talent pool

Finding skilled people doesn't begin the moment you have a job to fill. Be proactive and invest time in building a talent pool or a stream of qualified candidates to choose from when the need arises.

By hiring talented people who show potential for other, key positions down the road, you're staying one step ahead. Such individuals can be ready at a moment's notice to ramp up their skills. What it can mean for your business: No more slowdowns following the departure of a top employee as everyone waits for the new hire to get up to speed.

Job satisfaction

Lots of companies talk about the need for ongoing employee development. Yet many fail to follow through by delivering the programs to support this strategy. Without a commitment to provide professional development, you just might find your best and brightest heading for the door.

In a recent survey conducted by Career Systems International, more than 40 percent of employees said that the opportunity for career growth, learning and development was the second biggest reason they stay with a company. Other studies confirm that people want to feel valued for their contributions, and they want their managers to invest in their professional development.

With the myriad training products and tools available, businesses of all sizes can find solutions that best fit budget and time constraints. Everything from personal assessments and coaching to workshops and online training classes are available. Many of these options are free.

Finally, work with your staff to create personal development plans that meet their specific needs. Don't give them any reason to defect to the competition. If you help your people grow, you'll see your business flourish.

ShowTime

Who: Barbara Giamanco

What: "Finding and Keeping Good People"

Where: 2006 International Pool & Spa Expo, Las Vegas

When: Tues., Nov. 28, 9 a.m.-12 p.m.

This seminar will focus on strategies for hiring and retaining qualified employees for your pool and spa business. The speaker also will discuss proper interview techniques and employee development programs.

Certifications: BLP, CBP, ASLA, AIA, APLD; 300 Level; 3.0 Business Credit Hours

Giamanco is the CEO/Chief Talent Officer of Talent Builders Inc., an Atlanta-based consulting firm that specializes in helping organizations hire, develop and retain top staffs.