HR departments around the world know that one of the most difficult parts of the job is making sure they and the management team are really bringing in the best people for the job and for the company. When you hire the wrong people for the job, it can cause a host of problems. Not only are those employees likely to leave the company after a few months, which means more hiring, which is costly, but it also means they might not be a good fit for the company culture. Hiring the wrong employees takes up too much time, it is expensive, and it is something that you will want to avoid.

Recruiting and hiring the best employees is one of the most critical functions of any organization

Hiring the right employee means better results for your company going forward. So, how do you know when you are hiring a great employee vs. someone who might not even show up for work in a couple of weeks? It’s all about the hiring process. You need to recruit and hire the best, and the following tips will help you to do that.

Understand the Needs of the Company

When a new employee is needed, it is never just a generic call for a new body to take the place of someone who has left. You need to make sure that the hiring managers understand what exactly is needed from an employee in terms of skills and knowledge, as well as experience, etc. Hiring managers should have a very good understanding of the types of qualities that will end up making for a great employee, and those things should be at the forefront of everyone’s mind during the interview and hiring process.

Make Sure the Job is Clearly Defined

When creating ads for the job, or when talking to someone in person about the job, it should be clearly defined. Not only do the managers and HR personnel need to know what is required in terms of the employee skill needed, but they also need to make sure that the potential employee understands the scope of the job. Their duties should be easy to understand and to convey in the description of the job. The job description should be written in a manner that will ensure that only those who believe they are truly qualified for the job will apply for it.

For example, there may be certain software programs that need to be used in the course of the job. The description should make note of these and the level of skill that is required.

The job description should be able to help you weed out people even before they apply in other aspects, as well. For example, you could include what type of degree is required, the benefits, the working hours, location, and salary range. The more specific you are the better, as it will eliminate candidates that will not be a good fit for the company.

Have a Phone Prescreen Interview

Another very good way to remove candidates before you actually have to do a formal interview with them is over the phone in a prescreen interview. This can give you a better idea of the personality of the person, their ability to communicate, and how they conduct themselves. It will also allow you to answer a few of the questions that the candidate might have in regard to their salary, benefits, etc. Some might immediately realize that your company is not right for them, and they may withdraw their application. You might find that they are not a good fit and may not extend a formal interview. These prescreening calls can help to ensure that people are not wasting their time.

Have the Right Team in Place for Interviews

For the actual interviews, it is important to have the right people conducting the interviews. This will typically include a hiring manager, and it may include someone from HR, as well. It is important that the people who are doing the interview are comfortable working with one another in an interview and that they know how to work off one another with the interview questions. The hiring manager should be able to answer all of the technical questions that the customer is likely to have, while those from HR can often do a better job when talking about salary, benefits, vacation time, etc.

Having more than one person in the interview process also allows them to talk with one another after the interview regarding their thoughts on the candidate. They should ultimately be able to make a better decision on who should be brought into the company.

Review the Application and Credentials Thoroughly

Of course, having a great interview is not the only thing that a candidate needs when they are attempting to land a job. They also have their application and resume, which will have a range of different credentials on it. You likely know that some people are going to exaggerate on their resume. However, there are also some who will outright lie and who will attempt to make you believe that they have a degree when they don’t. They might say that they have certain training when they don’t, as well. There are many areas where a person might lie in order to get a job, and it is important to fact check and make sure that they are being honest.

This included checking into their background, as well as their references. Call the references and ask them questions about the applicant. The more information you are able to get about the potential employee the better off you will be. It can ensure that you are not bringing the wrong person onto the team. It takes time and effort but knowing that you have the best employees for your company is well worth it.

Once you have chosen a candidate, it is time to let them know and then to begin the onboarding process. Proper onboarding is essential, as it helps the employee become more acquainted with the company and the company culture.

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