Intertech Is Named One of the 100 Best Companies to Work For in Minnesota

IminnesotabusinessV2_logontertech was named one of the 100 best companies to work for in Minnesota by Minnesota Business magazine.  My thanks to our employees and customers for making us and this distinction possible.  On June 5th there will be an awards ceremony at Saint Paul RiverCentre where the rankings and winners will be announced.

In 2012, Minnesota Business magazine named Intertech the #1 mid-sized employer in the state.

standardMay 2Tom SalonekHappy Employees

Book Takeaway Post: Verify the Story

First Date
Don’t expect to see someone’s true personality on a first date

An outside HR consultant once told me, “There are three places where you can’t always see someone’s true personality: on a first date, at church, and at a job interview.” This year, a Wall Street Journal article stated over 1 out of 10 people lie on their resume.  When it comes to recruiting talent, as the saying goes, “trust but verify.”

Verifying a job candidate’s history is a key part of the interviewing process.  Increase the odds of hiring someone whose personality, values, and work ethic match your own by thoroughly checking them out before extending an offer of employment.  At Intertech, we do multiple verifications/assessments:

  • Candidates complete an online personality assessment to determine fit to the job and our culture.  My experience shows, “People are hired for skill and fired for personality.”
  • Reference checks are done for the three past employers.  When performing reference checks, be sure to ask the questions correctly.  For example, don’t say “Frank said he was your top salesperson… is that true?” Instead, ask, “How did Frank stack rank compared to your other salespeople?” Just like in a casual conversation, open ended questions get better answers.
  • Near the final stage of the process, we perform a background check.  The Small Business Association has a complete list of background check options along with defining what’s legal for employers to screen.
  • For salespeople in particular, we request W2 copies for the past three years.   We match up what they said with what the W2 shows.  If there are discrepancies, we pass.

Consistently doing the above, helps us assess someone’s “real” personality.  If you’re reading this and still in the dating scene, try one or more of the above steps and let me know how it goes!

standardAugust 28Tom SalonekBook Takeaway Post

Book Takeaway Post: Have a Process

Steps
Take each step.  Don’t skip!

In a Harvard Business Review post on avoiding hiring disasters, it notes “A carefully crafted hiring process can help avoid most mishaps.” Further, “Needing to fill the role yesterday is not an excuse for shortchanging the process.”  Both of these ideas are what Takeaway #2, Have a Process, in my book is all about.

At Intertech, we have nine steps in our hiring process.  The steps are:

  1. Resume reviewed/screened
  2. Background interview
  3. Technical exam
  4. Topgrading interview
  5. Senior leadership interview
  6. Personality assessment
  7. Team interview
  8. Reference checks
  9. Background check

Along with following the process, in the same HBR article, it states “Screening for the right soft skills is critical.” I agree.  People are hired for skill and fired for personality.  Throughout our process, and particularly in steps #5, #6, and #7, we’re looking for a fit to our culture and values.

Finally, if we’re trying to talk ourselves into why this candidate is a good fit at any one of the steps, it’s probably a sign that they aren’t.

standardAugust 7Tom SalonekBook Takeaway Post