The Tribune

Systems check, countdown for launch begins in T minus eight steps. Last week I wrote about maintaining a high level of service, and promised I would then drill down and outline some basic steps to implementation.

Service affects sales directly. Poor service equals poor sales, and good service equates better sales. Here are some basic steps to achieving the latter.

• Placing an ad to fill a position

No matter the avenue you choose to place your ad, be very specific and detailed as to the expectations, responsibilities and requirements. This will eliminate/filter out some of the applications for the position. A resume is required, of course.

• Filter applications quickly

Pretty much everyone in today’s world should have at least a basic resume. There are few exceptions to this depending on the job.

Resumes that are not clearly and chronologically written, and pose basic spelling and grammar issues, should be eliminated right away. If an individual has not taken the time to review their own resume, this is a direct reflection on their potential performance as an employee.

• Check references

ALWAYS check references. Sometimes resumes will contain names of specific individuals to call. These names may be a close friend or relative, who will obviously give you a good reference.

Do not call a previous employer and ask for that person. Instead, call and ask for the owner, manager, director of human resources etc, depending on the business.

If the individual is currently employed and wishes for you not to contact their current employer, then you should respect that. However, advise them that if granted the position - and after they have resigned from current job - that if there any issues (because you will call and check their reference), the offer/position will no longer be available to them.

• Application

Offer the applicant an opportunity to complete your application form. Along with the application, you should include a basic test to check maths and grammar skills (obviously for executive or senior management positions, this is not required). Each company may, and should, have their own testing structure specific to their industry. You can design your own or go online and research for yourself. There are many to choose from, so I will not list them.

• Interview

After the applicant has completed the above steps successfully, then set up an interview. You should have specific questions already outlined, and follow the format you have set up. With each question answered, assign a numerical value based on their response. Use a scale of, say, 1 to 5 (1 being poor, and 5 excellent).

After the interview you can add up the assigned values, giving you a total. Obviously you will have a minimum score the applicant must achieve in order to move on to the next step.

• Second Interview

You have now refined and narrowed the applicants for the position. The applicant has achieved a basic standard/level that you have set.

Now you can advise the manager/supervisor specific to the job opening that you have several candidates for them to interview. You can now schedule a second interview in which the manager/ supervisor will interview them.

Why a second interview? Because the manager or supervisor who will be working with the applicant should also have a set of standards and requirements already set up to determine if the applicant will function well in that specific department.

• Decision to Hire.

Now you should have narrowed down the process even further to at least a minimum of two applicants. Determine, along with a co-worker, which applicant you both feel is more suitable for the job and your work environment.

• Training process

Finally, each company should have an internal training process the applicant must complete before they are set loose to work on their own.

This process is basic, yet many companies do not have any procedures/format/standards in place, and hire on the fly, so to speak. Having a process and standard in place helps each company to hire better qualified employees. Better qualified employees should, in turn, yield better service. Better service should achieve better sales.

All of these sales and marketing strategies are certain to keep your business on top during these challenging economic times. Have a productive and profitable week.

Remember, those who market will make it.

NB: Scott Farrington is president of SunTee EmbroidMe, a promotional and marketing company specialising in uniforms, embroidery, silk screen printing and promotional products. Established over 27 years ago, SunTee EmbroidMe has assisted local businesses from various industries in marketing themselves. Readers can contact Mr Farrington at SunTee EmbroidMe on East Shirley Street, by e-mail at scott@sun-tee.com or by telephone at 242-393-3104.