Running a business · 10 guides
Recruiting and Staffing Services: problems and fixes, explained by Chase
Chase Bryant is the only recruiting and staffing services member of BNI Preston Center. These guides are written for a Dallas–Fort Worth reader who has the problem right now: what is happening, what to check, when to call, and what it costs.
- What happens in a team culture assessment, from the first call to the action plan A culture assessment looks at how your team actually works together, compares it to what you want, and turns the gaps into decisions about hiring and leadership. Here is what each stage involves and what decides how long it takes. The short versionStage one: the conversation with the ownerStage two: gathering personality and values data from the teamStage three: facilitated sessions with leadership
- What a recruiter costs a small Dallas company, and what actually drives the price There is no single price for recruiting help. The cost follows how the work is billed, how hard the role is to fill, and how much groundwork your company needs before a search can be aimed well. The short answer on recruiting feesThe common ways recruiting work is billedWhat pushes the price up or downThe bill you are already paying for an empty or wrong seat
- The first 90 days decide whether a new hire stays: what to do week by week Most early resignations are set up before the new hire ever starts. Here is a week-by-week plan for the first 90 days, built on what you learned about the person during hiring. Early exits are usually set up before day oneBefore the start dateThe first weekUsing what you learned in hiring
- Running personality assessments on candidates yourself: what works and what to avoid Yes, an owner can use personality assessments in hiring without a consultant. The value depends on choosing a tool built for selection, using it legally, and reading results as one input instead of a verdict. Yes, within some clear limitsWhat an owner can do well without helpChoosing a tool that was actually built for hiringThe legal lines to know before you test
- Growing past 4, 15 and 20 employees in Texas: the hiring rules that switch on Many employment laws apply only once a company reaches a certain size. Here is a plain-language map of the thresholds a growing Texas business crosses, and how they shape the way you hire. The thresholds that matter at your sizeRules that apply from the very first employeeAt four employees and at fifteenAt twenty, fifty and one hundred
- Good people keep quitting: how to tell whether your culture is the cause When good people leave one after another, owners usually blame pay or the job market. Sometimes that is right. Here is how to tell when the real cause is the culture, and what to do about it. Culture, pay or the hire: the quick way to tellLook at who leaves, and whenWhat the people who stay are showing youWhat a healthy culture looks like from the inside
- Culture fit or skills and experience: which one should decide your next hire? Owners are often told to hire for attitude and train for skill, or the reverse. The better answer is an order of operations: skills first as a floor, then fit as the decider, with both defined before you meet anyone. Skills set the floor, fit makes the decisionWhat a resume and work history can and cannot tell youWhat culture fit means when it is done properlyWhen skills and experience should carry more weight
- Before you hand a recruiter your most important opening: the questions to ask first A recruiter who fills a seat and a recruiter who finds the right person can sound the same in a sales call. These questions show you which one you are talking to before you sign anything. Ask how they define a good hireQuestions that show whether they will learn your companyQuestions that show how they judge fitQuestions about screening, references and background checks
- Are personality tests accurate for hiring? Six beliefs that lead owners astray Whether a personality test is accurate enough for hiring depends on which test it is and how you use it. Here are six common beliefs owners hold about assessments, and what holds up in practice. It depends on the test and on what you do with itBelief one: any personality test will doBelief two: candidates will just game itBelief three: the score tells you whether to hire
- You hired the wrong person again: why the resume fooled you and how to stop it happening The candidate looked perfect on paper and interviewed well, and now the team is covering for them. Here is why resumes and gut feel keep failing growing companies, and what a structured, personality-based hiring process does differently. Three months in, and you already knowWhy resumes and interviews keep getting it wrongTake an honest look at your last three hiresWhen you can fix this yourself, and when to bring in help