Finding and making the best hire for your company can be tricky. After all, there are so many obstacles to consider and overcome. Plus, you’ll want to ensure they’re in it for the long run.
Of course, the cost of making a bad hire can be high, especially for smaller businesses that depend on good employee retention rates.
If you do employ the wrong person, not only will you have to eventually have to let them go, you’ll then have to begin your recruitment process all over again, which can get pretty time consuming.
But how can you ensure that your company makes the best hire? Fortunately, there are some steps you can follow in order to maximize your hiring process.
Write an awesome job advert. It all starts with an awesome job advert. After all, this will be your candidates’ first insight into your company and the role you’re hiring for.
If your job advert is engaging, interesting, clear and concise, you’ll attract top quality candidates to your jobs; not to mentioned that you’ll, increase your chances of making a great hire.
Be sure to include the salary, the responsibilities of the role, an overview of the company and why someone would enjoy working for you.
With employment at a record high, it’s important that your job adverts stand out from the rest.
Avoid unconscious hiring bias. Throughout the recruitment process, it’s very good practice to avoid hiring bias. It can also help you to make the best hire too!
When interviewing your candidates, stick to a set list of questions and avoid asking anything difficult to those you haven’t warmed to.
Conversely, don’t give ‘nice’ candidates more time and the benefit of the doubt. While it may be all well and good wanting to fill your business with nice personalities, if they don’t have the skills to succeed, this will ultimately result in bringing in a bad hire.
To counteract any unconscious hiring bias, try to bring in a neutral member of staff into the interview whose opinion you trust. This way, you can ensure that your candidates are given an equal amount of time and are fairly evaluated. It can really help you make the best hire!
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Maximize your interviews. In general, interviews offer a great opportunity to evaluate all of your shortlisted candidates. Try to mix in a variety of questions about their experience and their suitability to the role. If you want to get some honest answers out of your candidates, throw in some curve-ball questions.
Remember, it isn’t always about the candidates’ skills and experience. Personality should play a big part in your decision too. In fact, a study by Resume-Library and TopInterview reveals that 70% of employers believe personality plays a key role in an interviewer’s decision-making process.
But will your top candidate mesh with your team? In order to ensure they settle in well and can become a productive member of your team, you must assess whether their personality is the right match!
Are you prioritizing potential or experience? There’s no right or wrong answer here! As long as you understand what candidates you’re targeting.
For example, if you’re looking to fill a senior or management role you’ll need to focus on appealing to the more experienced candidate. However, if you’re a start-up company or hiring for an entry-level role, you’ll probably be targeting candidates stacked with potential and transferrable skills.
It’s important to understand your strategy from the very beginning of your hiring process; to fully understand what candidates you should target.
Make the best hire. There’s no fool-proof way to ensure you make the best hire. Unfortunately, there’s an element of luck involved as well. You never know, your new hire may have exaggerated their skills and now you’re stuck in this sticky situation. Or maybe your employee stops trying after passing their probation.
If you stick make sure you’ve ticked of all the above points, you’ll give yourself a great chance of making the best hire for your company!
