Introduction
Hiring the right person the first time can save your business a lot of money and time. It’s important to know what you’re looking for when you hire, though. If you don’t have a clear idea of what you need in an employee or how to find that person, chances are pretty good that you’ll end up hiring someone who isn’t right for the job—or anyone at all! Here are five tips for hiring employees who will be successful at your company:
Create a job description.
The most important thing to remember when creating a job description is that it should be as specific and accurate as possible. You want to ensure that you’re getting the right person for the job and not just anyone who will take it. A poorly-written job description could result in an employee not being able to perform their duties effectively, which may lead to them leaving before their time, or even suing your company because they feel like they were misled about what would be expected of them by a poorly-worded listing.
There are also certain things that shouldn’t be included in your listing at all: how much money you can pay someone (or even whether or not you intend on paying anything), religious affiliations, whether or not there are benefits available (this can vary from one company to another), and any other details like these which don’t directly relate back into what exactly needs doing every day at work.
Write a clear job posting.
- Write a clear job posting.
- Make sure the job posting is clear and concise.
- Make sure the job posting is relevant to the job.
- Make sure the job posting is clear about the responsibilities of the position.
- Make sure the job posting is clear about what qualifications or experience you want for this position, and why those qualifications or experiences are important for your business.If you’re looking for someone with a degree in English literature because they’ll be writing copy for your website, make that clear in your ad.If you’re looking for someone with three years’ experience working in sales because they’ll be selling products directly to customers at trade shows, make that clear in your ad.Note: If there’s anything else significant about this role (such as working remotely), include that information too!
Screen applications.
Hiring the right applicant is only half of the battle. You also need to make sure you’re hiring the right person.
Here are some things to look out for:
- Skills – Do they have a skill set that matches your needs?
- Personality – How will their personality fit with your office culture?
- Attitude – Are they motivated and reliable?
- Experience – How much can they contribute with their previous work experience or education, if any?
- Education & References – Did they finish high school or go on to college/university? What are the names of people who can give them a reference (if applicable)? These questions will help you determine whether this person has what it takes to succeed at your business! If not, then don’t waste time interviewing them further because there are too many others available who would be better suited.”
Conduct phone interviews.
Phone interviews aren’t just for the convenience of candidates who live far away from you. They’re also a great way to screen out unqualified and disinterested candidates before you waste your time bringing them in for an in-person interview.
If someone doesn’t want to talk on the phone, they probably won’t be motivated to work with customers over the phone either. If someone can’t explain why they’re interested in working at your company without sounding like they’re reading off a script, then it’s likely that they’ll have trouble interacting naturally with customers too.
Phone interviews are also a great way to find out whether or not applicants are good fits for your business culture (and vice versa). Businesses should always screen for personality fit as well as skill set because some people are great at what they do but don’t mesh well with other employees or customers!
Focus on skills, not experience.
It’s important to ask the right people. The best employees are those who are a good fit for your company, team, and culture. If you hire someone who does not fit in with your mission or vision, it can be disruptive for everyone involved.
To figure out who is a good fit for your company, focus on skills rather than experience when screening candidates. Instead of asking them what they have done in their past jobs (which may not always relate directly to the work they’ll perform in yours), focus on asking them questions that will show you how well they understand the role and why they are interested in working there.
You should also make sure that the candidate has an understanding of what makes your company unique—this will help ensure that they are truly excited about joining the team.
Hiring the right person the first time saves a lot of money and time.
Hiring the right person the first time saves a lot of money and time. You can avoid the cost of training an employee who isn’t a good fit for your company, or you can hire someone who already has all of the skills you need. If you do decide to train someone new, it’s much less expensive to train someone who needs only minor adjustments than it is to retrain someone whose talents don’t match up with your company’s goals.
Conclusion
We have all been there. You are trying to hire a new employee, and you have found a great candidate. You meet with them, talk about the position, and make an offer. They accept! It seems like it should be simple enough but there are many things that can go wrong or fall through the cracks during this process.
