In order for your business to run efficiently, you need to hire great employees. This may sound simple, but there are a few layers as to what a “great employee” really means. Luckily, technology has made it easier than ever to connect with qualified candidates, but your work doesn’t end there. Here are some tips on how to find and hire the best employees:
The first step is to get the word out there about the new position. Are you posting on job boards, inviting qualified candidates to apply, or using a recruiting agency? You can’t expect to put an ad up on your website and have applications pour in—the job listing needs to be seen. The advertisement should include a thorough job description complete with a title, a summary of responsibilities, requirements and preferences, and an overall summary about the business.
Contact the most qualified candidates who have applied and invite them to a phone, virtual, or in-person interview. It’s a good idea to interview at least five people if there are enough qualified applicants. If you’re in a rush to get a position filled, it can be tempting to go with the first person who interviews, but you need to follow through and meet with all candidates you’re interested in.
When creating interview questions, try to avoid those that have one-word answers. Open-ended questions are best for getting to know the interviewee, such as:
- What was the most difficult part of your last job?
- What skills can you bring to this position?
- What is a challenge you had to overcome in a previous job, and how did you do it?
- What’s a work accomplishment you’re proud of?
The initial interview can be shorter and less intensive than a final interview, especially if the first one is over the phone or via video chat.
When interviewing, take into account the candidate’s appearance and personality. Are they dressed professionally? Do they seem like they’d fit in well with the team? You’re going to be training and working with this person, so you need to like them for more than just their previous work experience and their interview answers.
Once you’ve finished conducting interviews, you need to check the candidates’ references before writing up an offer letter. It’s important to verify that the information they provided is correct, such as how long they worked at a job. Reference checks are also a way to find out a bit more about the person by hearing what previous employers or coworkers have to say about them.
Avoid asking broad questions like, what can you tell me about this person? Instead, ask them about the candidate’s past role, how they handled their job, what their strengths were, etc. No matter how great someone may have been in their interview, there are things their references may say that show they aren’t the best person for the job.
If everything checks out, you’re ready to extend an official offer! Then you can start planning the training process and get things in order for their first day.
If you’re a business owner or leader who’s spending too much time working in your business and has no time to work on it instead, give Growth Point Partnership a call.