The success of your business depends on your employees, the quality of them and the qualities they possess. Small businesses, in particular, know that bad contracting can ruin the productivity of your entire team. That’s why entrepreneurs are obsessed with this.
We have made a guide with 21 tips to hire the right person the first time because not only do you need this but nobody likes firing people and then going through the whole recruitment cycle all over again. Not only is it unpleasant but extremely costly.
In general, personality prevails over credentials when entrepreneurs are deciding what they want to contribute to their team.
The most important criterion to hire the right person is the skills and fit the corporate culture
Hire people who genuinely believe in your mission and feel passionate about your products and/or services. It is important that in your business you hire the right person that fits your culture as well as having experience in the position.
Bringing new employees to an organization should be a process of meditation and in some cases, finding the best one can take some time. The most important thing is that the applicant needs to fit into the company and its corporate culture so that they can understand and accept positively all the components that drive the business.
Here are 21 Tips for Hiring
- Always ensure that they have integrity, usually, it is more important than experience.
- People’s references are key. The most significant thing is to have an attitude, the rest you can learn on the job, but your DNA cannot be changed.
- In addition to having a strong resume and technical background, attitude is very important. If someone demonstrates flexibility, willingness to learn new skills and is a good member of the team, it is invaluable. Having talented employees can form or destroy your company.
- “Fit” is everything. Hire people who share your values, passions and sense of humour within the organization.
- Attitude and work ethic are more important than a set of technical skills. Almost all of those skills can be taught, but someone’s personality and behaviour are difficult to adjust. Make sure they fit your team.
- Seek talent that is motivated by innovation, thinking “out of the box”. Hire the best person based on your work ethic and the ability to think creatively.
- Do not hire based on the answers you receive during the interview alone. If you are considering someone, give him or her a test in which he or she demonstrates their skill and in which you can see how well he or she did. If they can not complete it in the set time, they may not be good for your company.
- Go beyond what is in front of you. In addition to what the candidate can bring to your company, consider what he or she can bring as and when the organization grows.
- Always develop a list to fill the position. The second interview will reveal what is necessary to make the final decision. If the applicant does not comply with this process, move on. The best employees often interview the worst.
- Find and hire people who are intelligent, hungry and humble. These are the key ingredients to build a great team and when those characteristics have a balance, great things happen.
- You can also take the candidate to lunch or dinner before making an offer. This will give a different dimension to the interview process and will help you discover if the candidate fits into the culture of your organization.
- Ask for samples of their work and give them a task during the interview. That will show you how they think and work, the types of questions he will ask and the priority he gives to secondary tasks. If he has a logical approach and can demonstrate his skills, he will most likely be equipped for the position.
- Look for fundamentals, those hired must be timely, reliable, willing to learn and be able to work as a team.
- Have a very clear job description, communicate it so there are no surprises and be clear with expectations.
- Never compromise. It is better to wait for the right person than to settle for a candidate who is not ideal. You can not get the best results with a mediocre employee. Never compromise your contracting standards.
- Find people who care about helping others and who know the importance of volunteering and give something back.
- So during the interview process, along with the usual questions, do a role play to see if the individual would be good for your business. This is especially very effective for sales positions.
- Be very selective with your team, surround yourself with incredible people. Train, challenge and expect the best of them. In sports, it takes a whole team and their coordinated efforts to achieve great things.
- Take time to really sit down and talk to the applicants and see how passionate they are with what you do. Trust your instinct and do not hire based on sympathy.
- Hire to cover your weaknesses. People with whom you have more chemistry or who are “like you” tend to have the same weaknesses.
- Be aware of potential candidates before the need arises. Do not wait until you have a vacancy. Keep a reserve of possible employees under the watchful eye of someone in charge of hiring. Evaluate your hiring team based on how well they keep the pantry full. And tell them never to reject an interesting candidate with the phrase, “We do not have any vacancies right now.”