One of the hardest processes for any business is to hire new people. It doesn’t matter how long you’ve been in business, or how many existing employees you have. Introducing a new member of staff to the fold is a big deal. Spending time and money on training, on educating and ensuring that they are happy, comfortable and ready to hit the ground running is expensive. Hiring the wrong employee is even more expensive than that, because not only would you have wasted all of your money in training, you don’t get that back in effort put into the job.
Hiring the right employee pays you back in kind. You get a productive employee, a successful relationship in the workplace, and generally a positive impact on your total work environment. To be able to hire the right employee, however, you need to have the right hiring process in place. From figuring out where to advertise jobs, to asking yourself where can I take the Strong Interest Inventory®? You need to decide how you are going to maintain your process and hire the right people. Let’s take a look at 5 tips that will help.
- Define the job. You can’t hire the right person until you define exactly what it is the job entails, and who you are looking for. Not only do you want to hire the right person for the job in the end, you want that right person clicking on your job adverts and ensuring that they are coming to your website. With a job analysis you can collect information about the duties and responsibilities of the role, and the personality that you would like for an employee in your business. Personality matters, so make sure that you have a definition of the job and of the role at self.
- Create a strategy. You must approach this with a careful strategy. Set up a meeting with other employees who will be involved in the hiring of a new person. While you are having that conversation, make sure that your hiring process is neat and tidy and not dragged out over several weeks. If you have an initial conversation with a candidate on the phone and you like what you hear, bring that candidate into one group interview. If you need a personality test go for it, but make it just one interview. You want your processes to be clean and clear.
- Use a checklist and systemise your process. Have a list from the very beginning of what you are looking for in an individual and what you are willing to offer the individual. Use these checklists to narrow down the resumes and interviews for the people that apply.
- Look beyond qualifications. Qualifications are great, but what does experience say? What vibe do you get when you speak to people on the phone? There has to be a collective yes rather than the ‘they have got great experience’ and ‘they are a great person’ but they didn’t get a piece of paper 20 years ago. Look beyond the qualifications and you’ll be able to find a lot more people right for the role than you expect.
- Always get a reference. No matter who’s getting the job, you need to get a reference. This is a given and it should be nonnegotiable. The reference should be a recent one, as this is going to tell you a lot about their work ethic in the current role.
(Disclaimer: This content is a partnered post. This material is provided as news and general information. It should not be construed as an endorsement of any investment service. The opinions expressed are the personal views and experience of the author, and no recommendation is made.)