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Old 04-07-2005, 10:58 AM  
Vegas_Dave Vegas_Dave is offline
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Need Help on Hiring Good Employees...

So my family owns a 3 chain musical instrument store here in Las Vegas... as well as shipping over the net (www.kesslermusic.com). Well, locally, we have had a hell of a time hiring decent employees to work our front counters.

I am personally not part of the hiring process right now as I mainly handle all of our internet customers and am the professional sales specialist (for pros coming in, they only deal with me). But I am tired of having to deal with the reeruns that my "General Manager" ends up hiring.

I do not pay simply minimum wage either. We usually start HS kids around $8 hr. My main counter people, once properly trained and can demonstrate competency, move to $10-12/hr.

Does anyone have any recommendations on tests or hiring practices that can improve the quality of employee hire???
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Old 04-07-2005, 11:00 AM   #2
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Yeah, do background checks is the first important thing IMHO before going any further.
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Old 04-07-2005, 11:02 AM   #3
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I've experienced the same problems. Unfortunately, the quality employees are being retained by other companies. It's hard to find one looking for work. You have to pay for them. $20-24k per year isn't gonna retain your quality employees. Not in 2005.
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Old 04-07-2005, 11:03 AM   #4
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You might try advertising in the music department at UNLV. They probably have more knowledgeable students.

Also - is Ed Roman as big as asshole in real life as he seems to be based on his website?

THX,

BC
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Old 04-07-2005, 11:03 AM   #5
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Don't hire someone from CP to work a computer job. They will never reach their full potential.
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Old 04-07-2005, 11:05 AM   #6
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Don't hire someone from CP to work a computer job. They will never reach their full potential.
We tried to warn you about ENDelt.
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Old 04-07-2005, 11:10 AM   #7
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Quote:
Originally Posted by Coach
Yeah, do background checks is the first important thing IMHO before going any further.
Not as much of an issue when we are dealing with 16-19 year olds... however we do of course call references as well as previous employers (if there are any)...

I am mainly talking about sheer stupidity in these employees.

Example. I have a girl who works for us that while she tries hard, she cannot retain or understand anything you try to teach her.

I gave to my employees recently a "sales guide" manual. 3 weeks later, we performed a test. Since this is a new thing for us, I made the test simple. Now, also keep in mind that I personally have taught her everything that was in this manual because as I would complete a new section, I would give that section to her and go over it with her. So she had the information as well as a personal tuitor weeks before anyone else.

She scored a 5 out of 12.... where even the newest girl, who has worked for us for a month, and has not had any chance yet to be trained on this information got a 7 out of 12. The average score from my employees was a 9.5 out of 12.
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Old 04-07-2005, 11:12 AM   #8
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Quote:
Originally Posted by Phobia
I've experienced the same problems. Unfortunately, the quality employees are being retained by other companies. It's hard to find one looking for work. You have to pay for them. $20-24k per year isn't gonna retain your quality employees. Not in 2005.
I'm again, talking about employees from 16-19 years old.

The ones who work out really well now make very good money.
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Old 04-07-2005, 11:14 AM   #9
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Quote:
Originally Posted by Vegas_Dave
Not as much of an issue when we are dealing with 16-19 year olds... however we do of course call references as well as previous employers (if there are any)...

I am mainly talking about sheer stupidity in these employees.

Example. I have a girl who works for us that while she tries hard, she cannot retain or understand anything you try to teach her.

I gave to my employees recently a "sales guide" manual. 3 weeks later, we performed a test. Since this is a new thing for us, I made the test simple. Now, also keep in mind that I personally have taught her everything that was in this manual because as I would complete a new section, I would give that section to her and go over it with her. So she had the information as well as a personal tuitor weeks before anyone else.

She scored a 5 out of 12.... where even the newest girl, who has worked for us for a month, and has not had any chance yet to be trained on this information got a 7 out of 12. The average score from my employees was a 9.5 out of 12.
That's one way of doing it. Of course though, there is the history of juveniles who commit such crimes that you would have to keep an eye out. Thus the background check could come in play and vice versa.

The test is a good thing as well to test their intellegence and vice versa.
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Old 04-07-2005, 11:15 AM   #10
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Just hire the one with the shortest skirt and no bra. You'll probably get more return business too.
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Old 04-07-2005, 11:17 AM   #11
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Quote:
Originally Posted by Braincase
You might try advertising in the music department at UNLV. They probably have more knowledgeable students.

Also - is Ed Roman as big as asshole in real life as he seems to be based on his website?

THX,

BC
When I hire college music students, they tend to think that they already know everything there is to know... which is a shame because it is 99% of the time dead wrong. Plus, they have way too many commitments to fufil at UNLV to make them a reliable employee as far as scheduling goes.

I personally have never met Ed since I dont mess with guitars beyond student levels but I have heard plenty of stories. Most of those indicate that he is an ass.
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Old 04-07-2005, 11:18 AM   #12
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Quote:
Originally Posted by DeepSouth
Just hire the one with the shortest skirt and no bra. You'll probably get more return business too.
Yep, hiring minors with short skirts and no bras will do wonders help to shorten your workday. Especially if you tie pay to "performance."
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Old 04-07-2005, 11:20 AM   #13
Vegas_Dave Vegas_Dave is offline
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Quote:
Originally Posted by DeepSouth
Just hire the one with the shortest skirt and no bra. You'll probably get more return business too.
Surpisingly, my wife, and my mother dont like it when my father and I hire based on that.

However, I can say that it does work wonders for the return customer aspect. I used to have this front counter girl with jsut about the most awesome rack on the planet. We constantly had guys returning as repeat customers that since she has left, they dont come in as often... she also had this like innocent, I am a nice girl look to her... whether she was or not... no comment.
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Old 04-07-2005, 11:36 AM   #14
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I'm sure you've already thought of this, but have you called the band teachers at local high schools and asked them to put up a job posting for you? When I was in high school, there were a lot of very bright kids in band who would've loved a job at a music store.

Second option: keep an eye out for young customers who appear to be knowledgeable and bright when they come in to the store. Let them know that you might be hiring at some point if they're ever interested. (Don't tell them you've got an opening now.) The ones that come back and pester you are good candidates.

As another thought independent of the first two, give them a test before you hire them. It'll increase your costs and time to hire people, but it'll sort out the wheat from the chaff. It really appears to be working for me in my company to do this.
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Old 04-07-2005, 11:37 AM   #15
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16-19 yr old. How's their school aptitude? Grades,

Interested in music/instraments, do they play?

College music majors.

Drug test.

Pay alittle more once up to speed and show some self starter.

Part timers, fulltimers?

FT good > 20K year. benefits.
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