How to Hire the Best Candidates for a Job
A vital part of a company’s success is about hiring the right people. By dedicating time and effort into searching for the right candidates, it will improve the outcome of your business as well as save money on mistakes and going through the process again. It is important not only to rely on gut feeling, there should also be goals and objectives set for the recruitment process.
In this blog post we will discuss tips and how to avoid bad hiring decisions.
ASSESS THE COMPANY
The first step in the recruitment process is to assess your company and your needs.
What is the mission? vision?
What are the company values?
What is the company culture?
What type of mindset are you looking for in a candidate?
What type of individual fits with these answers?
CREATE THE JOB POST
The next step is to create a detailed job post. Make sure to have a clear idea what you are looking for and what the job entails. A detailed job post should be clear, concise, and include the job title, responsibilities, skills, and experience required.
PREPARE AND FACILITATE INTERVIEWS
Next you need to prepare for the job interviews. Create a list of general questions as well as job specific questions. The questions should include personality and behaviour-based questions to learn about their previous experiences and how they handle situations. You can also create an evaluation scorecard or rubric to grade and compare candidates.
Once the initial round of interviews are done, narrow down the candidates based on the scoring and how you feel about them. It is good to meet candidates more than once, in the second round of interviews it is good practice to include either another person from HR or the supervisor or manager of who the employee would report to.
CONTACT REFERENCES
Throughout the hiring process, it is important to consider more than just the resume, consider the person’s interests, ambitions, priorities, hobbies. Also, ask for a list of a few references to verify how the candidate has performed in previous jobs. A reference check is a great source to get information on the candidate from another perspective.
ORIENTATION
Once you have hired the employee, set them up in an orientation program. Have a solid program built to welcome the employee and inform them of the company, its culture, and train them for all job duties. If an employee does not receive training, or only partial training, the retention rate will be very low as they are not confident in the work. Another great way to get the new employee involved is to pair them with a current employee who is willing to show them the ropes and help train them to get more comfortable.
