One of the great challenges in keeping a company running smoothly is hiring and keeping a talented and motivated team. When not done efficiently, tremendous amounts of time must be spent on implementing a hiring process, including posting openings, collecting and sorting applications, and interviewing potential hires. Fortunately, there are five simple secrets that will help you escape this cycle and begin hiring the right candidates at the right time.
Secret #1- Hone Your Application
The first step in the hiring process is posting an opening and an application. Whether it is a paper application or online, you need to ensure that it is asking the right questions. This means that in addition to basic biographical questions such as name and previous jobs, you want to ask for information that will help you make an informed decision about whether or not the individual is well-suited for your opening. Perhaps you need your employee to have certain licenses or trainings. Or maybe you want someone who has experience with electrical work. On the other hand, it could be that you seek a new hire who is familiar with your sales software. Whatever you are trying to find, make sure your application helps you find it.
Secret #2- Look for Capable and Enthusiastic Applicants
Once you have your application out in the wild, the next step is to interview candidates who match what you need. Your application should provide a lot of the basic information you need, including what qualifies them for the position, so take time during the interview to determine whether they are a good fit within the department and company.
Secret #3- Don’t Let the Clock Make Decisions for You
One of the easiest traps to fall into as you move throughout the hiring process is feeling pressured to make a decision quickly. While it is important to move as quickly as is prudent, it is not worth hiring a poor employee simply because you have been searching for longer than you thought you would need to. Doing so will only lead to you needing to re-open your search to replace him or her because it was not a good fit, and this costs time, energy, and money. And this brings us to the next secret…
Secret #4- Know the Difference Between Good and Good Enough
This point is related to the previous secret, but it is so important it should be considered separately. A second cause of making a poor hire is having an applicant who is close to being the right fit, but not quite there. This is the hardest secret to implement, as you don’t have a crystal ball that will allow you to see into the future to determine whether a given applicant will work out in the long term. However, it is still important to carefully consider an applicant’s qualifications and personality, with an eye toward how hiring him would work out. To determine whether a given candidate is good or just good enough, imagine that he is the very first applicant you’ve interviewed. Would you offer him the job, or keep looking? And if you kept looking, how many more interviews would it take for you to return and hire him?
Secret #5- Hire the Candidate with the Skills and Experience that Match Your Needs
Finally, the last secret is perhaps the most obvious. Once you’ve sorted applications and interviewed the best candidates, it’s time to make your decision. You want the candidate whose skills and experience match what you need, not the “best” candidate. This may sound counter-intuitive, but what it means is that you should never lose sight of the fact that you are hiring an individual to a specific position, not just to be in your company. An applicant may have years of experience in welding, but that doesn’t mean anything if you are hiring a paper salesman.
So there you have them, the five secrets to hiring like an all-star. Remember them as you enter your hiring process, and you’ll find yourself needing to hire far less frequently. This means you’ll save yourself headaches and time, and you’ll save your company a significant amount of money.
For more information on managing a successful team, see our other posts at insideoutlms.com.