Hiring the right person is crucial for the success of your business. It can be a challenging process; however, hiring the wrong person can be expensive, costly to your work environment and time-consuming. Hiring the right person, on the other hand, pays you back in employee productivity and company efficiency. It also ensures that you are making the most of the time and energy that your other employees invest in a relationship with the new employee. Also, the recruitment decision should be founded on solid and objective factors, which is truly a costly and emotional process. Here are seven recommended ways to hire the right person for your job opening:
1. Do your research!
The first step towards hiring an effective candidate is to monitor your industry and identify trends within your market. For example, check out your business competitors’ social media platforms and observe their hiring surges and plan your strategy before you start recruiting prospective employees. It is good to also investigate salary data, which can offer insight into the payment expectations professionals may request before they accept an offer.
2. Evaluate your company's culture
To recruit the best people, you need to know what your company needs. What is its mission and values? What type of people fit in and what mindset are you looking for? Take into consideration and look at the bigger picture and see how these potential candidates stand.
3. Create detailed job descriptions
If you don't have a clear idea of what employees are supposed to be doing, you will have a hard time hiring the right person. Create job descriptions for each position in the company, reflecting the responsibilities, level of skills and experience required. It is important to clearly communicate the job requirements to candidates during interviews.
4. Prepare well-structured interviews
It is important to take references during and after the interview, as this will help track progress and improve communication with the hiring manager. It will also assist in gauging whether or not the candidate is the right fit. It is also a good idea to have more than one conversation with serious candidates. Include other people in the process such as a head of sector or your managing director, just to ensure that everyone is on the same page.
Use behaviour-based interviewing techniques. This involves candidates describing how they have handled specific challenges in previous job roles.
5. Effectively tell the candidate what’s expected
During the interview process, you will have a chance to explain further to your potential new hire about the company culture and what they should expect to do on a daily basis. Observe how the candidate reacts to this; you will tell if they are serious about the job.
6. Look beyond the resume
The best-qualified candidate on paper may not be the right fit for the job. Ask about the candidate's values, ambitions and priorities. If working for a big company with a big salary is their dream, they might have a hard time working for a smaller company with a smaller salary, even though the smaller company might offer other essential benefits such as in-house training, because they might not see the value of that.
7. Perform a personality profiling assessment
It is good to have a better understanding of how the potential hire can contribute to the company’s success before hiring them. Leveraging existing personality tests in your assessment, like Myers-Briggs, at the final stage of the interview can be useful in revealing whether a potential hire will benefit your company.
At the end of the day, hiring the right employee can take a lot of time and energy. You can save a lot of time if you hire a recruitment agency. At Aurora Talent, we are happy to endure the whole process for your business, from pre-screening candidates to scheduling interviews just so you can skip the stressful process, and still find the right person for your business.