One of management’s key responsibilities is selecting the right people to perform the functions needed by the business to operate productively. Hiring the wrong person can affect your business for years. Businesses have even been found legally liable for damages to property and injury to customers as a result of employee incompetence because they failed to uncover the candidate’s depth of ignorance at the time of hiring.
Whether you’re about to hire your first team member or you’ve already hired dozens, there are some basic steps to the process that you need to keep in mind.
Step 1: Know Exactly What You’re Looking for Before You Start Looking
The first thing to do is to clearly define the person you’re looking for in terms of their education, skills and competencies required to perform the job. But it needs to go much further than that. You also need to clearly set out the type of person you need to help you achieve the vision you have for your business. Qualities like friendliness, integrity, and enthusiasm are important in a smaller enterprise.
Step 2: Consider How You’re Going to Find Them
How you go about getting the word out about your position goes a long way toward determining the quality of the candidates you’ll get applications from. You can advertise directly, which means you get to do all the qualifying and screening yourself. Or, you can use an outside source such as a government placement service or a fee-based recruitment agency.
Don’t rush into this decision. Identify your options and talk with someone from each agency you could use. You’ll get a lot of good ideas doing this and eventually find the agency with access to the biggest pool of quality prospects.
Step 3: Plan Your Interview Process Carefully
The attributes you chose in step 1 will now become the basis of your interview questions. Many of these issues are easily turned into questions, for example about their education, background and work experience. Others, such as their degree of enthusiasm, are subjective and require your own assessment.
Ask at least a few open-ended questions to extract the candidate’s feelings on particular subjects. Get their perspective on important areas like their attitude toward customer service and their relationship with co-workers and supervisors. Give them some “what if” questions to see how they might behave in certain situations.
Step 4: Thoroughly Check Their Resumes and References
Do thorough background checking on candidates you think might be worth hiring. Even if they’ve made a terrific impression during the interview there may be something lurking in their past that can cause you problems in the future.
A pre-employment investigation is easy to arrange and will quickly tell you if they have any criminal convictions or a history of problems with employers. Contact their former employers and ask them for a reference. They may not be willing to say much, but even their guarded answers may tell you that there’s been some sort of conflict in those previous positions.
You may even consider having an outside testing firm administer standard tests for things like emotional stability and intelligence.
Step 5: Get Them Up to Speed Fast
After you’ve appointed the person, a well-planned induction will get your relationship off to a good start. This will introduce them to your business, to its culture, and to their workmates. Arrange for any training needed, such as on operating a particular piece of equipment or in the use of the software your company uses, to be conducted soon after they start.
Hiring is really about people and not just a set of skills that any one of several candidates may possess. Dedicate your hiring process to getting the right person in every respect; the future of your company depends on it.
That’s it for now. I hope you return for more regular visits and I hope you participate. Leave comments. I encourage it – even if you disagree. Let me know what you’d like to read about. I might be able to fit it in. E-mail me at email@example.com. Don’t forget to subscribe, share the blog, like the blog, share your stories, get involved, and visit my site – www.indybusinessconsulting.com – to see how even more collaboration can help you.
How to Make the Most of This Information
Read this with the mindset “How could this apply to our business?”. This will guarantee that you get value. Better yet, take notes as you read it, and commit to having the ideas implemented by the time the next edition arrives. Also, make copies for your employees. To really make sure something positive happens, work with your Business Success Partner to talk your team through the ideas and how to set a schedule for getting them implemented. We’re here to help you get started.
An Important Message
While every effort has been made to provide valuable, useful information in this publication, this firm and any related suppliers or associated companies accept no responsibility or any form of liability from reliance upon or use of its contents. Any suggestions should be considered carefully within your own particular circumstances, as they are intended as general information only. Thexton Armstrong Pty Ltd content formed the basis for this post.