Consumers, Confidence & the Economy: What You Can Do to Help

We individual consumers should, as a community, take steps to support and strengthen the U.S. and global economy. People’s confidence and our actions resulting from it are an important factor in rescuing and rebuilding the economy.

Yes, we need to be cautious about spending and should save money during this economic time, but we need to balance that with continuing to buying products and services to fuel the economy and keep the markets running. In today’s world, our jobs in various sectors are deeply interrelated in ways we don’t realize.

For example, if we stop eating at restaurants or shopping at stores, the restaurant and shops’ employees would lose jobs. The restaurants and shops would in turn stop spending money on advertising, resulting in job losses in the advertising sector. The suppliers to the restaurants and shops would also suffer. Sooner than we realize, it would come back and hit us. It is within our power as a community to save the situation.

We need to keep doing our part in the economy, supporting the businesses around us, so that they are able to keep supporting us.

Optimism and confidence are essential to human success. I urge you to consider doing some of the following each day:

  • When you talk with your friends about the economic situation, talk about how you as an individual and community can do to help instead of talking about doom and gloom.
  • Replace pessimism and fear with practical optimism and confidence. Value what you do have: Remember there are people in parts of this world to whom survival literally means keeping their families and themselves alive.
  • Buy something. Avail of a service. This is a good time to get good deals on products and services.
  • If you are in a position of influence in your organization, encourage your company to not lay off employees. Suggest alternatives to putting people out of work. Across the board pay reductions are far better for the economy than people losing jobs.
  • Go online to learn about the current situation and the proposals out there to fix it. Urge your elected officials to take action on the proposals you believe would help.
  • Share this or a similar message of your own with other people.

Interviewing By Putting To Work

I’ve found this to be an effective way of evaluating potential hires compared to just interviewing in a question/answer format: Put them to work for a few hours (or even days/weeks/months as contractors) and see how well they perform.

Having someone do the job as a short-term temporary contractor before hiring them is one of my favorite ways of testing them for the job. However, sometimes this isn’t practical. In those cases, having the candidate work on a short test assignment for a few hours can be very telling.

For example, when interviewing a software programmer, set them up on a computer and give them a programming assignment representative of the type of work they would do on the job. Give them reasonable freedom as you’d give an actual employee. If they need to research references / solutions on the Web, let them. If they want to call a friend for consulting help, that’s fine. If they ask for your or their “coworkers” for help within reason, that’s okay too.

Hiring a journalist? Give them a reporting, writing, and/or editing assignment. Hiring a web site producer? Have them build a mini-web site or edit a copy of an existing site. Hiring a designer, have them design a logo for a business or product. (This will help determine how well they can relate their design skills to the business aspects.)

While this is a simulation, the more realistic you can make it, the better.

For information worker type jobs, coming up with a realistic assignment is easier than one for a management or executive leadership position candidate. Another challenge with this is that a manager and leader’s job requires significantly more interaction with others. That means this simulation will consume a fair amount of your and your team’s time. However, remember that manager and executive leaders are very important hires, so the time spent in finding the best possible hire is totally worth it.

Some factors to consider in your evaluation. How resourceful is the person? Do they communicate with the customers? How do they interact with the customers? Do they get the job done? Do they seek help beyond their own resources? Do they become a drain on others’ productivity? How is the quality of their work? What’s their balance of being a team player and contributing individually? How is their planning? How is their presentation? Do they document their solution? How well do they explain their solution?

I admit this is too time consuming to do for everyone who applies for the job. You do need to filter the list down to between three to five candidates for this working interview. There are a couple of ways you can do this. For contract-to-potentially-hire positions, you can rely on a trusted vendor to do the filtering for you according to your guidelines. For others, you do need to review their resumes, see who has recommended them, do phone interviews and give them tests. Computerized tests are a good way to save you and your team some time during the initial screening, provided you present the test in a way that is not demeaning to the candidate. The time/money invested in setting up an automated online test is worth it. The test needs to be respectfully presented as a part of the standard process and should not feel like an entrance exam or impersonal screening.

So next time you have a position to fill, consider using a working-interview.