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The average 32 year old has worked for nine different companies


85 Hiring Strategies
99 Managing Tactics
95 Techniques to Retaining your Employees


  1. Develop a reputation as a great company to work for
  2. Identify the exact number of employees needed
  3. Determine the skill set needed for each job classification
  4. Identify what personality type will fit the position
  5. Identify what personality type will fit into the current employee structure
  6. Identify what personality type will progress the business
  7. Determine the salary range for the position
  8. Place persuasive classified ads detailing all the benefits you’re offering
  9. Ask for referrals from current employees
  10. Seek employees from local colleges
  11. Make want ads simple but inviting
  12. When running a classified ad more than once, change the look of the ad so it doesn’t appear that you’re having a difficult time filling the position
  13. Establish a job description for position so you can properly match prospective employees qualifications with each position
  14. Phone interview to determine if qualifications and salary needs fit before you bring in for interview
  15. Advertise a set time and place you may want to hold open interviews in order to conduct massive interviews, see the applicants and save time on initial contact
  16. Interview only the people that match the qualifications you’re looking for
  17. Plan time in your day to properly interview
  18. Stay focused on the task during the interview
  19. Develop a series of questions to ask all prospective applicants on initial call to screen who you’re bringing in to the interview to save you time
  20. Invest the time to properly hire the right person or you’ll waste more time and money replacing them
  21. Promote from within. You already know what you have
  22. Is the applicant over qualified for the job. If so, they may not stay
  23. Is the applicant qualified for the job and trainable
  24. Do the previous jobs compare with the strengths needed for the current position
  25. They need to have a good attitude coming in. They’re not going to develop it once they get here
  26. Look at appearance for neatness or sloppiness. That’s how their work will be
  27. Did the applicant dress appropriately for the interview
  28. If late on interview. Will be late for work
  29. Develop a series of interview questions to bring out the key issues you’re looking for in the individual to fill the position
  30. Ask what their strengths and weaknesses are to determine areas needed for improvement
  31. Find out what a typical day consisted of in their previous job and if they liked it to determine if they’ll fit
  32. Ask them to describe a previous work situation in which they handled a problem co-worker, resolved a crisis, juggled multiple tasks, etc to determine behavior
  33. Ask how many work days they missed last year. People with good attendance know exactly how many days they missed
  34. Make eye contact to evaluate if answers are genuine
  35. Is the applicant interested in the company goals or vision
  36. If applicant asks about time off in initial interview, know that they’ll always be interested in time off
  37. Evaluate listening skills on initial interview
  38. If job application isn’t properly filled out, that’s how their work will be – incomplete
  39. Look for deliberate avoidance of critical questions such as drug testing, criminal background, why they left their former employer, etc
  40. If they forgot to sign the job application, they’re either not confident of their employment history, not comfortable with the terms of the job or they’re lying
  41. Provide a job description on initial application to define job accountabilities and assess interest in the position
  42. Evaluate if their body language is reflective of what they’re speaking
  43. Be sure to have applicant hand write the application to assess neatness if hiring for that task
  44. Ask yourself if they’re the right person for the position – don’t lie to yourself
  45. Test employees on the interview. Typing, personality, accounting tests, etc.
  46. If they bad mouth their previous employer, they’ll bad mouth you
  47. If they had attendance issues before, they will again
  48. Ask yourself if you would like to work next to them every day
  49. You can’t afford negative people on your roster. Look for upbeat and positive people
  50. Ask open-ended questions to get applicant talking to properly evaluate them
  51. Make applicant feel comfortable on the interview so they’ll like you and tell you the truth
  52. Look for discrepancies between the application and the interview for honesty
  53. Do they need and want to work or are they just bored. This will be how they’ll approach the job
  54. How long do they stay at a job and does that fit your need
  55. Determine why they left their previous jobs to evaluate if they’ll leave yours
  56. Learn what they liked and disliked about previous jobs to determine if they can work for your management staff
  57. Ask their opinion of their previous boss to determine if they can work for your management staff
  58. Match applicants qualifications with current job description
  59. Determine if personality will fit the requirements of the job. You can’t change their personality or train them to be different
  60. It costs more to hire the wrong person than it does to work without them
  61. Look for friendly people for customer service
  62. Look for detailed people for detailed work
  63. Don’t hire an over-qualified person. The job will be beneath them
  64. Smart people are trainable. Hire smart people
  65. Always do criminal and background checks
  66. Have candidate sign a release in order to get background check from previous employers
  67. Check all references thoroughly. Look for discrepancies
  68. Determine from prior employer if they would hire them back or not
  69. Validate with previous employer the reason for leaving employment
  70. Confirm dates of employment are correct
  71. Develop a list of reference questions to validate the applicants work history and get prior job work ethics
  72. Investigate how they got along with fellow employees
  73. Determine from previous employer if applicant had a tardiness problem
  74. Ask previous employer if applicant was trustworthy
  75. Ask prior employer if applicant was dependable and number of days missed
  76. If applicant wants to hold onto their prior job while working for you, they’re just trying the job out and will not work through initial issues
  77. If they’re concerned with time off on the interview, it will not change once hired
  78. Look for eye contact on the interview. The eyes are the window to what’s going on inside
  79. Look at posture on the interview. This will show how they’ll carry themselves in your employment
  80. Notice how they enter and exit a room. Do they have the energy for the position
  81. Did they come prepared for the interview. If not, they’ll not be prepared for the job
  82. Have current key employees interview the candidate also. They’ll be more interested in having them succeed
  83. Hire qualified people quickly before someone else grabs them
  84. Pay the better qualified candidate better to hire the right person
  85. Past history repeats itself. Pay close attention to their employment history

For more information on Hiring Employees click on:

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  1. Treat your employees with respect
  2. Appreciate good behavior
  3. Publicly recognize good performance so others will rise to the standard set
  4. Motivate daily
  5. Communicate for understanding
  6. Create a vision so employees are part of the bigger picture
  7. Be friendly. Not a friend
  8. Be positive with a can-do attitude
  9. Lead by example
  10. Make employee policies fair
  11. Be compassionate but hold to policies
  12. Show excitement with your job
  13. Create daily and weekly goals to accomplish
  14. Sincerely thank them for a job well done
  15. Reward superior performance
  16. Can listen but don’t advice on personal matters
  17. Invite employees to discuss things with you
  18. Create a team environment
  19. Create a sense of belonging
  20. Be flexible in dealing with issues as long as their within policies. Everyone is different
  21. Change and update policies as workforce changes
  22. Keep structure in workplace
  23. Hold employees accountable to standards
  24. Keep a calm structured atmosphere
  25. Eliminate gossip
  26. No negative talking
  27. Start day on positive note
  28. Make your employees feel special
  29. Correct behavior immediately before becomes larger problem
  30. Don’t ignore problems. They won’t go away
  31. Address problems positively and privately
  32. Let employees after reprimand leave with their pride and desire for correction
  33. Talk on their level. Never patronize them
  34. Correct early in the day so they have the rest of day to adjust their attitude
  35. Set time aside to talk uninterrupted with each employee on what motivates them
  36. Align employee goals with company goals in order to succeed
  37. Challenge employees to obtain goals
  38. Understand your employee’s needs
  39. Know that family comes before the job
  40. They work to make their life better not yours
  41. Employees need to know you care
  42. Conduct evaluations to let employees know that they’re accomplishing goals
  43. Conduct evaluations to let employees know what you expect of them
  44. Keep employees refreshed on policies and procedures to keep them on track
  45. Monitor performance but don’t hover over them
  46. Give employee freedom to perform
  47. Enable employees to give feedback on what’s working and what’s not
  48. Let star performers rise to the top
  49. Elevate employee self-worth and confidence
  50. Don’t let employees get stuck in a rut. Keep them moving
  51. Ask questions. Don’t interrogate
  52. Get rid of bad seeds immediately
  53. Don’t reward bad behavior by giving into what they want
  54. Create titles for all positions
  55. Don’t hold anyone back or they’ll go elsewhere
  56. It takes individual talent to make a team
  57. Teach employees to tolerate and respect each other
  58. Know each employee will perform at different levels
  59. Find solutions. Not problems
  60. Use open door policy for problems
  61. Issues are not problems. They ‘re opportunities
  62. Employees will rise to whatever standard you set for them. Set it high
  63. What ‘s important to the manger will be important to the employees
  64. Know what you want to come out of a meeting with your employee before you enter into it
  65. When an employee works late, always thank them immediately with a note or a card
  66. Buy the whole staff lunch when a goal is achieved
  67. Provide donuts or bagels to start their day on a good note
  68. Provide pizza to staff when they work late
  69. Send flowers to an employee who has gone above and beyond
  70. Send home dinner for their whole family when an employee works late
  71. Send a thank you to the spouse when your employee sacrifices family time for work
  72. Praise immediately when they do a great job
  73. Send a congratulations card after promoting an employee
  74. Send out cards or notes just to let them know you appreciate everything they do. Be sure to rotate the cards so that you include all employees within a few months period of time
  75. Greet everyone individually in the morning with a warm hello
  76. Smile and make eye contact with everyone individually
  77. Take time to meet with everyone on an individual basis to create a sense of belonging
  78. Show interest in your employee’s lives without interfering or meddling
  79. Ask employee how their spouse, children, pets etc are doing
  80. Offer compassion and support when someone is having a bad day
  81. Lend a hand or an ear when your staff is getting stressed out. Share the burden
  82. Sincerely thank them for specific things accomplished each day
  83. Memorize the names of your employee’s spouse, children and pets. They will be happily surprised that you care enough to do this
  84. Write a brief note such as “have a good day” or “You’re the best” and put it on their work station for them to discover throughout the day
  85. Check on them throughout the day to ask they how they’re doing. This will show them you care
  86. Challenge your staff to handle the work-load
  87. Always display a can-do attitude. Your employees will follow your lead
  88. Look for solutions. Not problems
  89. Don’t permit gossip
  90. Don’t permit anyone with a bad attitude to work that day
  91. Remove a complaining person from the other staff members and discuss with them what the problem is. Complaining to people who cant fix the problem only makes the problem grow
  92. Insist that everyone be on time
  93. Provide the proper tools to complete the job
  94. Keep work stations neat and clean for good quality work
  95. Permit employees to leave early when possible to give them a break. This can cut down on labor expense also
  96. A manager must make them selves available to their employees. You cant be busy when they need you
  97. Look for changes in their body language or behavior to know when something’s wrong. Get the person to talk about it so that it wont get any larger
  98. Sundown rule: Never let an employee go home with something bad on their mind. Agree to work on a solution before they leave so they’re not thinking negative thoughts all night or all weekend
  99. When a star employee is having attendance issues, it might be good to offer them a reduction to part-time in order to get them through the rough patch and retain a good worker

For more information on Managing Employees click on:

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  1. Golden rule: Do unto other as you’d want them to do unto you
  2. Always respect your employees
  3. Remember most employees are trying to do a good job. Everyone makes mistakes
  4. Never correct the employee. Correct the bad behavior
  5. Never let them see you sweat the problems
  6. Make all employees feel welcome
  7. Make all employees feel like they’re your best worker
  8. Don’t set one employee up against another. Never have them compete for a goal. Use a team concept instead
  9. Greet new employees with open arms
  10. Never forget to reinforce appreciation for long-term employees
  11. Greet all employees on a daily basis to show you’re happy to be working with them
  12. Properly train and groom new employees so they establish in their mind from the start what you expect from them
  13. Cross-train them on all positions so they have a sense of progression
  14. Promote from within before hiring from outside
  15. Set goals and time-frames for employees to have a sense of progression so not to become stagnant
  16. Evaluate employees to let them know where they stand with you
  17. Always correct actions in a positive manner to permit growth instead negative reactions
  18. Have a company ladder they can climb so star employees can progress
  19. Evaluate for pay increases on a regular basis
  20. Don’t micro-manage your employees
  21. Have a system for merit increases
  22. Be responsive to employee concerns
  23. Make employees feel like they’re part of the bigger picture
  24. Truly appreciate the job they do
  25. Be specific with praise
  26. Reward them for a job well done
  27. Have rewards for goals accomplished. Individual and team
  28. Send a card or note for a job well done
  29. Reward them when they least expect it. This will lift their morale
  30. Recognize outstanding performance in front of others
  31. Recognize poor performance behind closed doors
  32. Challenge employees to perform
  33. Be open to suggestions for employees
  34. Make everyone feel special
  35. Never speak down to an employee. Elevate them instead
  36. Empower your employees to do the job
  37. Know that you can’t run your business without them. Appreciate them before its too late
  38. Power of the birthday: Treat each employee like royalty on their birthday. Give them a card, sing happy birthday, bring them a cake. They will never forget your kind gesture
  39. Birthday celebrations: Once you do it for one employee, you must do it for all of them, otherwise, you’ll make enemies of the ones you forget
  40. Acknowledge job anniversaries. Send a card to their home with a gift card to a local restaurant which when used will be a second appreciation. The day of their anniversary, put their name on the board so that everyone can recognize the day
  41. Provide a friendly place to work
  42. Provide a safe place to work
  43. Permit employees time to socialize to form bonds with each other
  44. Know what motivates each of your employees
  45. People spend on average 1/3 of their day at work. They must like the people they work with
  46. Employees must believe that their job is needed and secure
  47. Suggest car-pooling to help employees with car troubles
  48. Pay a good wage to make it a harder decision to leave
  49. Hire the right person for the work hours needed. If they hate their shift or schedule, they wont stay
  50. Be fair with the work load
  51. Don’t punish a good worker by giving them a poor performers work load
  52. Be fair and consistent with all employees
  53. Policies must permit employees time off to handle family emergencies
  54. Permit employees to balance work and home life
  55. Know that commitments at home are as important as commitments at work
  56. Keep the lines of communication open
  57. Designate time to talk with your employees
  58. Communicate face-to-face as often a s possible
  59. Keep employees informed of company vision to keep them motivated
  60. Have a grievance procedure that provides a comfortable way to communicate any problems to management
  61. Go where your employees work to meet them on their territory
  62. Sit down and talk to your employees one on one. Keep the lines of communication open
  63. Always be truthful
  64. Be interested in what’s important to them
  65. Don’t show favoritism with good assignments
  66. Don’t bend the rules for some
  67. Hold everyone accountable to the same rules
  68. Don’t let anyone feel left out
  69. Create a team environment
  70. Keep workloads fair and manageable
  71. Employees want a clean work environment
  72. Provide the necessary equipment and supplies to perform the job
  73. Keep equipment running efficiently
  74. Maintain an organized workplace
  75. Stay calm in all storms
  76. Offer a competitive benefit package
  77. Provide opportunities for employees to spread their knowledge by using them to train others or give presentations at meetings
  78. Use employee ideas and recognize them for it
  79. Always thank an employee for expressing an idea even if you’re not going to use it
  80. Involve employees in decisions whenever possible to make them their own
  81. Hire enough staff so that workloads are reasonable and overload is minimal
  82. Managers must be trustworthy
  83. Managers must be a good leader
  84. Employees like to know what’s expected of them on a daily basis and be prepared for the day
  85. Hold scheduled meetings to keep employees informed
  86. Praise employees more than you criticize them
  87. Bad moods go home
  88. Poor attendance affects all. Don’t permit excessive attendance issues
  89. Tardiness is a disruption to everyone. Expect employees to be on time
  90. Encourage employees to give praise reports on fellow team members
  91. Promote a positive attitude
  92. Encourage team members to help each other with tasks and skills
  93. Have company socials such as picnics and luncheons
  94. Complaining is like a cancer. Don’t let it take root
  95. Take care of problems immediately. Don’t let the sun go down

For more information on Retaining Your Employees click on:

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