Whether you employ a team of four or four hundred workers, it’s essential to hire the best candidates in the business. It’s virtually impossible to run as a business as a lone ranger, and you’ll need your team to make your company a success. If you’re looking to hire new recruits, here is a guide to help you ensure you make the right decisions.
If you’ve got vacant positions or you’re looking to create new roles at your company, think carefully about how and where you want to advertise. If it’s a very specific role, which requires a high level of expertise, do you really want to put in the classified section of a local newspaper? Often, with jobs that require niche qualifications or many years of experience, it’s best to target websites and recruiters, which aren’t aimed at the mass market. If you run a healthcare business, for example, you may find it beneficial to get in touch with sites that advertise healthcare roles only. Be clear about what you want in your job description, and don’t be vague. If you insist on certain qualifications, for example, a Masters in business data analytics, or you want a minimum of five or ten years of experience, state this in the essential requirements. Provide a brief but comprehensive summary of what the role entails, and give information about expected salaries and working hours.
Working through applications
In many cases, when employers advertise vacancies, they’ll get an influx of applications, and this can make it incredibly difficult to narrow down the selection and create a short-list. When you’re going through the applications, don’t just focus on qualifications and college achievements. Have a look at what else that candidate offers. If you’ve been very specific in your job description, it’s likely that most candidates will have the same level of expertise and experience. You have to find something that makes one stand out from the crowd. Take time to put together a list of names, and then invite those selected for an interview.
At the interview stage, you want to find out more about the candidates who could potentially be your new team members. This is a chance for you to get to know them, and for them to shine. Think about what skills you want them to demonstrate, and set a task that will enable you to see if they can rise to the challenge. If you’re recruiting for a sales role, for example, you may want to see how the candidates would cope with a business pitch for a new product. When you contact them to arrange the interview, email over a brief with details of the format and information about the pitching challenge. Look out for those who can do the job under pressure and inject some personality and passion into the presentation. Ask questions, and listen carefully to the answers. You want to choose candidates who are up to the task, but you should also use your gut. Your instinct can be very powerful when it comes to selecting people you want to work with in the future.
Making the right decisions
It can often be very difficult for employers to make a final decision, especially when there are lots of impressive candidates and only a few roles available. If you’re struggling to decide, you could consider having a second interview. It’s important to find a balance between credentials and personality. Somebody may be brilliant on paper, but if you don’t click with them, think twice about offering them the job. In most cases, employers are looking for team players and those who have enthusiasm for the role, as well as those who match the job description in terms of qualifications and training.
If you are thinking of sending out some job offers, consider taking candidates on for a trial or probation period. This way, you can see if they are up to the challenge and they fit in well with the rest of the workforce before you set things in stone.
As an employer, you only want to say those famous words, ‘you’re hired’ to the best in the business. You want your team to be committed, dedicated and industrious, and even one weak link can make all the difference. Think carefully about your recruitment process, and go through the motions. It’s worth spending a bit of time to root out the cream of the crop. If you get it wrong, you could have let potential star players go, and you’ll have to start the process all over again.