Why You Need to Go Back to the Basics of Hiring and Managing Employees

by Mary Jezioro

Aug 4, 2015 7:00:00 AM

Hiring and Managing Employees

Businesses always have their boom cycles, and when that happens you have to bring on quality people that will add real value, and help your business grow further. It is management’s job to fill the gap in personnel, and sometimes you have to go back to the basics when you hire a new employee.

Here are 7 basics for hiring and management:

1. Use LinkedIn While Looking for Personality

Professionals tend to use LinkedIn for social networking, and put their pride and personality into their resume profiles. The reason you as the hiring manager want to understand their personality is to ensure that the potential employee is a good fit with you and the rest of the team.

2. Use Your Gut When Hiring

When push comes to shove, always use your initial instinct on a potential new hire. Look to see what that interviewee has accomplished in their careers, and ask informed questions, but balance your decision with your gut reaction.

3. Set Training Goals & Have 90-Day Evaluations

When you are hiring and managing employees, it will take time for a new employee to adjust to a new environment and workflow. To help in the acclamation process, put training goals in place for new employees so that they become an active participant and feel like they are a part of the team.

By implementing 90-day evaluations, you will be able to help new hires adjust faster by talking through their strengths and weaknesses and giving them goals for further improvement.

4. Conduct Annual Evaluations

Conducting annual evaluations with all of your employees is just as important as having 90-day evaluations for new ones. With an annual employee evaluation, you and your employee can evaluate where they are excelling, and identify areas with room for improvement.

Use these evaluations to establish measurable goals for each employee. It is also important to note that the one year mark is a good time to evaluate whether your new hire is working out, or if they should be moved within the company to better utilize their skills.

5. Giving Employees Educational Assignments

When you are hiring and managing employees, it’s important to give your employees educational assignments to keep them up to speed on current practices. If you aren’t the greatest at teaching, then choose someone at your company who can be the point person to implement these assignments. 

The purpose of educational assignments should be to progress employees through their training, add to their expertise, and give them to freedom improve on their own. It is crucial to remember that employees can grow within your company, they just need to be given the opportunity to do so.

6. Create a Clear Career Path

With any employee it’s important to show them the potential of their position and where it can lead them. For example, an employee starting as an entry level programmer making $45,000 a year has the potential to lead to a department of programmers and make $250,000 a year.

7. Require Techs to get CEDIA Certification

Keep your employees up to date with current trends and software by having them get a Custom Electronic Design & Installation Association (CEDIA) certification. The best part of the CEDIA certification is the annual Expo, as it’s always an exciting outing for employees.


When it comes to hiring and managing employees, sometimes you need to go back to basics. In today’s business society, a few methods have changed, but success stems from tried and tested techniques.

SAM Software is the Secret to Our Success

blog author

Mary Jezioro

Mary Jezioro is the Vice President of SHIELD Security Systems. As the Marketing and Sales lead at SHIELD, she is focused on strategic planning and company growth. Mary is involved with the UB School of Management as former CELAA's Vice Chair, SCORE, WPO (Women President's Organization) and is also coached youth soccer. She and her husband, Ken, are proud parents of five children.