The Worst Employee Ever

arborcareman

arborcareman

New member
Location
ILLinois
Really it's a question;

How does one avoid hiring a total loser?

I understand having interviews and "kinda" looking into them to see if they are lying about anything and checking if they truly have the "papers" they say they have.
Even having a "working interview" to see if they have any skill and if they can perform or not.

My problem is I still end up hiring this candidate that "seemed" to have all the right stuff and that candidate turned out to be nothing but a "false advertizing" loser.
Even worse, I'm a sap and kept on giving this loser another chance to show me that I didn't make the biggest mistake ever by hiring this candidate, this was never rectified.

I should have dumped this loser employee long ago except I kept this loser around way to long and when it ended it was not pretty.

SO.............How to avoid hiring the worst employee ever?
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Thanks in advance for any insight.
 
Six month probation periods could help if done right. Six hours or minutes on the job and I usually have them figured out. Many times the first day is the last day. Next.
 
Agreed. It dont take long to figure out the guy that talks the talk but cant walk that line. Where I used to work we gave a week. If you survived the week without quiting or us firing you, then you were ok. This gave us an entire week to interview the guy. Not just the owner but the crew he had to work with, because being able to work with everyone is huge.
We were "interviewing" a guy that could do everything and had run a saw since he was a teen. He didnt make it past day three because we found he couldnt do anything (as stated) and his saw skills... SUCKED. He came back in the following week while no one was at the shop and stole a saw and some climbing gear. Not the kind of guy you want around.
 
I always hang on too long to a bad employee. I think it’s just hindsight when the deal is done. I just hate it when they act like you ruined their life when you cut bait. It’s a job, not a marriage. Best thing is the week of work approach… With that guy on the crew that only works. No BS stories about the 100 foot tree he rigged out next to the mansion, just work.
I've been thinking of trying PI, there was an article in the TCIA reporter about it. I guess it's a pre-employment survey that helps weed out the losers.
 
Often, it's better to look for what they don't say. Anyone can brag about what they've done, or can do. The good guys are willing to tell you their weaknesses, as well as their strengths. You don't need to hire the best climber in the world, you just need someone safe and efficicient enough to get the job taken care of.

Hell, I survived a long time and did many trees safely and on time, and I'll bet 90 percent (or more) of the guys here are better climbers than I ever was.

JMHO
 
Then they've proven to be honest. Get that skill and you got a keeper, the rest can be taught. Even if they never get the top skills you'll know what they are capable of.

AFAI'mC
 
Ryan,

First of all, I miss being out there. Truly, LAM Tree was THE BEST place I ever worked at. Great place and great boss!!
It seems like you've got a good bunch employed, I'd like to see the New England brother do his thing.

You know me, I want the best. I want people who care about what they do and have the best work ethics. It just seems like the few people that I've dealt with have neither.

I think one of of the things I'm going to do is a trial period, say one week. Then after that maybe a one month probation period. During that period it will be a no tolerance way of things. You're late, you're out etc.

I'm tired of being used and being a sympathetic soft guy.

Well, anyone else with some ideas?
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I know what you mean. We always want someone who has a true passion for trees, but I would give it longer than a week or even a month. It took a year or two when i started for me to truly embrace the passion I have for tree work now.
I think, if they show up on time every day and aren't afraid to work hard it can be worth keeping them around. Some guys are just not cut out to be productive climbers though. Good luck
 
We usually hire somebody and then about a month in my employer checks with the other employees to see if this person is shining or lying there like a turd. Even if they are not one extreme or the other, that month check in is the time when they get told what they need to improve if they want to stay. I mean sometimes we still hang on to a clunker, but not as long as my old boss did.
 
Exactly.
This last loser was always late with some lame excuse and basically I failed because I kept giving him another chance.
Again, I suck and I'm a softy.
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This needs to change..........
 
It starts with truly understanding what your needs are in each person within the crew you define. What are realistic expectations for the job and level of education/knowledge and pay. Design behavioral interview questions that ask them about past experience to uncover the skills aptitudes and attitudes you seek. Ask the negative questions without making it sound like you're after dirt.

It is not an exact science but if you really work on your hiring process it will result in better decision making.
 
Understood...
My problem is probably that I buy into someone, bring them on, they seem to be alright then their true colors show, and they SUCK as an all around employee!!!
Sadly, they would have some really good days and seem as though they're teachable and I would think that they'll be great. Then a very short time into it- there is tardiness, defiant behavior to listen and follow directions, and crap issues with "special" needs (off by certain times etc.)
I think again; try for a week then for another three weeks (so month total) and in that time, any tardiness or other issues- forget them.
Well?
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It's not just about getting the right person. I worked at a work camp jail and all our "employees" got $2-4 a day. Being on time was not an option actually they didn't have that many options. These guys had all the issues you'd expect plus they'd often never worked at any job. If there's a way to get production in that enviroment there's a way at any workplace, with any employee. We had some problems and they'd be sent somewhere more controlled but that felt like a failure usually. The challenge was to make it work and with good leadership it did. Mr. Nice Boss didn't do to well there. Neither did the big meany. Firm and fair. Understand the objective of the work, explain it well and repeatedly and even the slugs enjoy the work.

That contradicts my earlier comment about how I can figure them out in six minutes and send them packing just as quick. That's because I burned out doing that work and I've done enough babysitting. Like it or leave. I expect not only production but a pleasant work enviroment. Why not it's one of the funnest jobs ever. Or it is for me. I've never been the groundman. I've always thought it would suck to just take orders from the climber and be boring down there...empathy.
 
Jason- #1 thing you taught me; do it right. Right for the tree, right for the customer is going to be right for you. I really wonder if we are all running into a generation of people with no pride in their work?
The week thing works for most. There still is going to be the dude that slips thru the cracks. One thing I think we all could do is check references, and be candid to each other. If I told you this guy was a slug for me you'd give him 3 days instead of a week.
 
Agreed Ryan.

Some punk climbers I've dealt with just don't get it. They may look the part, but they have no clue.

And you know me, it's always whats best for the trees.
 
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