When it comes to running a successful business, hiring the right people is incredibly important. After all, getting rid of a bad employee can be tough, and they can do a lot of damage to a business. If you are working in the recruitment department, you need to learn how to manage stress, as you will continuously be judged for your selections, and it’s unlikely that will be able to keep everyone in the organization happy. Fortunately, there are some guidelines you can follow to ensure you always hire the right people for your company:
1. Look for candidates that are committed to their career.
A candidate that is highly dedicated to their career is the one you should seek to hire. You want to avoid candidates who constantly change jobs or careers for the sole purpose of improving their salary. If a potential hire has not shown loyalty to any company in the past, hiring them will almost certainly cause problems for your business. Check the employment duration of all of a candidate’s previous jobs and see if they are frequently switching positions. If so, move onto the next application as the person is not the right one for your company.
2. Look for people with great analytical skills.
It’s a good idea to use a range of methodologies to test each candidate’s learning and analytical abilities. Assessing a candidate’s skills formally may be difficult, but don’t just go off what’s written on their resume or their confidence during an interview. Many resumes contain false or at least exaggerated statements. A candidate that has a lot of confidence in their skills and abilities is all good, but you want to make sure they can back it up with qualifications and experience. It’s always good to see if they can think on their feet with some challenging last-minute interview questions. Or there is a more professional way to measure a candidate’s skills. You can just invite him to take pre-employment tests such as The Watson Glaser Critical Thinking Test, which mainly assesses a candidate’s ability to think critically and analytically.
3. Are they compatible with your company?
You want to find employees that will be a natural fit for your company’s current culture. Check if a candidate has good social skills and is able to get on with others, especially current managers and employees. Ask them how they’re managing their relationships with current business clients to access compatibility skills. Keep in mind that willingness and enthusiasm are primary qualities a candidate needs to work well within your company. If the person is not able to get along with previous bosses or current clients, hiring them is not the best idea.
4. Continuously improve your hiring process.
Whether you are looking for new talent to build your start-up or hiring multiple employees for a large organization, the hiring process should be your primary focus. You need to ensure your hiring process adheres to these steps:
– During the interview don’t ask too many irrelevant or “magic bullet” questions. Instead, focus on uncovering the candidate’s knowledge, confidence, skills, capabilities, experience, and potential.
– When advertising job openings for your business, make sure the listing contains all the position requirements, such as required qualifications/education, responsibilities, skills, and industry experience. Clearly listing all the job requirements in the ad will make it easier to evaluate candidates and attract applicants that meet all of your requirements.
– Involving other people in the candidate evaluation process can also be a good idea. More opinions make choosing the best candidate more likely as they are likely to see assets or liabilities in a candidate’s qualities that you may miss.
Marks Sattin discuss the need for a robust diversity and inclusion hiring strategy.
5. Remember to recruit interns.
While some may disagree, hiring interns one of the best ways to get the right people into your business. After an internship, you will know all the person’s skills, strengths, weaknesses, attitudes, and job capacities before you hire them as a permanent employee. You have already done the hard work of hiring interns, so why not hire your employees for permanent positions from that potential pool?