You already know what skills are required to fill the position. You have rewritten and reviewed the job description. You have your checklist ready to go. You know the type of person you want in that position.
You realize that finding the best people is not always the easiest task but you are ready to tackle the task and find the absolute best individual for the job. You have posted your open position to the job boards and the resumes are starting to come in. What is next?
You will want to be well prepared to interview your ideal candidates as ultimately, the decision to hire the right person will come down to every step you take from this point forward. Here are 5 ways to make sure that you only hire the best people.
Spread the Word:
Let existing employees know about the open position. Make it attractive for them to spread the word among their contacts by offering a referral incentive. Sometimes, the perfect candidate might already have a connection to your company that you don’t see yet.
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By getting your other employees involved in the search process, you are allowing them to sell aspects of your company that you aren’t considering. They work there. They already know how great it is to work there. Let them help you spread the word.
Careful Resume Review:
Review each resume carefully. Look for those red flags that let you know that this person might not be the right fit. Call their references. Check their employment history. Check their education.
Unlike the past days of one person committing to a company for life, employees of today can change jobs more frequently. Just because they have multiple positions on their resumes doesn’t mean they aren’t the right fit. Learning why they left previous positions can provide important details about why your company may or may not be a better fit for them.
By interviewing more than one great candidate for each position, you can compare and contrast the values that each one can offer your organization. Putting all of your eggs in one basket should not be done until you are sure that you aren’t missing out on hiring your next great employee.
It takes more than one interview to make sure that you have found the right person for the job. Start with a simple phone screen and go from there. If you like what you hear from the phone screen, bring the person in for an interview.
The right candidate will be well-prepared. They will know about your company culture. They will be able to ask questions that show their true interest in coming to work for your organization. Make your questions for them ones that are challenging. Perhaps you ask them how to solve a problem that you are actually currently having.
It is important to keep in mind that while some candidates interview well, they are not always the right person for the job. Let other managers interview them as well. If a candidate impresses more than one of the hiring managers, and the feedback from each interview session is good, then there is a good chance that you have found the right person.
There are a number of really great employee assessments like the Berke assessment that will help you screen out those who are not a good fit for your organization. By working with the assessment company, you can customize this tool for the qualities that will help you find the right employee.
This important tool can help you from the beginning of the hiring process through employee reviews months and years down the line. It can help identify the shared goals and motivations between the candidate and the company.
It can help identify both the candidate’s strengths and weaknesses. These important tools can provide you with the tools you need to identify exactly what qualities will be a good fit for your organization.
While there are no guarantees that even with these steps in place, that the candidate will be a bad fit for the organization, attention to detail and proper checks and balances on the potential candidates will bring you closer to that ideal employee.
When hiring a new employee, it’s important to look for a range of skills, experience, and character traits. These can include hard skills such as technical proficiency and expertise, as well as soft skills such as leadership, interpersonal, and communication abilities. Another important factor to consider is a potential employee’s experience in similar roles and within the target industry. Having an understanding of the person’s background and experience can help you to determine whether they are a good fit for the job and your organization.
To ensure the hiring process is fair, it’s important that everyone is treated objectively and decisions are made in a consistent and transparent fashion. Ensure the job description is clear and all potential applicants are given the opportunity to showcase their skills and experience. Use a selection criteria that is based on the applicant’s experience and ability to accurately complete the tasks required for the position. When interviewing, use consistently applied questions and evaluation processes to ensure fairness in your decision.
When hiring, it’s important to look out for any potential red flags that could indicate a negative attitude or lack of commitment from a new employee. Look for past behaviours such as frequent job hopping, lack of engagement with past team members and supervisors, unprofessional communication or sloppy work delivered in the past. Relevant references and background checks can also be conducted to ensure all potential hires are trustworthy, hardworking, and reliable.
Hiring the right person for the job involves asking the right questions, conducting thorough screenings and background checks, and assessing a candidate’s performance throughout the hiring process. Start by creating a thorough job specification that outlines the necessary skills and responsibilities that they need to take on when they join the team. During the interview and screening process, ask specific questions that will help you to accurately assess a candidate’s level of skill and experience. Finally, request a workplace reference to check a potential employee’s past performance and attitude.
There are several steps you can take to effectively streamline and improve the recruitment process. Firstly, create study job profiles and fully understand the requirements for each role. Secondly, focus on proactive recruitment approaches. Source candidates directly by engaging with them at industry events or reaching out to them on professional platforms such as LinkedIn. Finally, apply a rigourous take on Applicant Tracking System (ATS) processes which can reduce the amount of manual effort associated with manual recruitment.
Ensuring your organization is an attractive employer is a key step in the recruitment process. It’s important to attract the right type of candidates and to ensure that potential hires feel valued. Start by advertising your company and the jobs available. Highlight the key benefits on offer to potential hires, such as training and development opportunities, a positive working culture, and job security. Showcase your organization’s engagement with the community and sustainability policies, as well as the diversity and inclusivity across the business.
A diverse and inclusive office can offer a range of benefits to both the employer and the employee. These benefits can include improved decision making, creativity, and productivity, as well as potentially increased employee engagement. Diverse teams make it easier for employers to break down any unconscious biases and provide a platform for a range of backgrounds and perspectives to be heard. This can lead to new ideas and perspectives which could potentially be beneficial for the business.
Ensuring your employees are engaged and motivated within the workplace is an important factor of keeping a strong team. Start by clearly communicating objectives, both on a team and individual level, and ensure everyone is aware of how their role contributes to these objectives. Create a sense of connection and community within the workplace, and promote a positive working environment which includes recognition and rewards. Provide adequate training and development opportunities, as well as the chance to progress within their roles.
To avoid making bad hiring decisions, a thorough recruitment and screening process should be implemented. Start with a clear job description so all candidates have a better understanding of what is expected of them and any pre-requirements for the role. Utilize methods such as background checks, references, and specific, relevant questions to gauge the suitability of applicants. During the interview process, look for telltale signs of negative behaviours, such as absenteeism and a lack of interest in the role.
To ensure your hiring policies are legal and up-to date, it’s essential to stay informed about the relevant laws and regulations around employment. This includes understanding and adhering to any local, state, or federal legislation and regulations around fair hiring practices such as protection against discrimination and avoiding any potential hostile environment. Additionally, ensure all advertisements, job descriptions, and screening processes are up-to-date and compliant with the relevant laws. Lastly, review your organization’s hiring policies regularly to identify and address any gaps or areas of improvement.