Hiring the proper people is critical to the success of your firm, which is why entrepreneurs should use a rigorous hiring procedure when seeking new employees.
You will increase your chances of recruiting the greatest performers and avoiding costly and painful mistakes if you invest time and effort in identifying the appropriate personnel.
Many business owners have solid senses about whether someone is right for the job or not. However, you should not rely solely on intuition. The hiring selection should be based on solid, objective criteria.
Here are seven strategies to prevent making disastrous hiring decisions.
1. Evaluate your company’s culture
To find the greatest candidates, you must first understand what your firm requires. What is its purpose? What are its principles? What kinds of people fit in? What kind of attitude are you looking for?
Examine probable candidates in light of this larger picture and evaluate how they fare.
2. Write thorough job descriptions
You will have difficulty selecting the correct person if you do not have a clear understanding of what staff are expected to do. Create job descriptions that represent the tasks, degree of abilities, and experience required for each position in the firm.
During interviews, make sure to adequately communicate the job requirements to candidates.
3. Plan out well-structured interviews
Create an evaluation scorecard that may be used to rate and compare candidates’ performance on a set of criteria.
When it comes time to interview, it’s a good idea to have multiple conversations with serious candidates and to involve others in the process, such as an HR representative and the manager to whom the new employee would report.
Employ behavioral interviewing techniques. This entails asking candidates to discuss how they dealt with unique obstacles in previous roles. One of the best indicators of future performance is past performance. You can also provide them with a difficult circumstance and ask them how they would manage it.
4. Test
Another critical component of the recruiting process is requiring candidates to complete an assignment that demands the abilities for which they are being hired. Why not ask the candidate to drive a truck or do a sales presentation if that is part of their job description?
5. Look beyond the resume
On paper, the most qualified people may not be the best fit for the job. Inquire about the candidates’ interests, goals, and priorities. If working for a large corporation with large pay is their desire, they may struggle to work for a tiny enterprise.
6. Request references
It’s usually a good idea to double-check references. Although fewer companies provide references for prior employees, reference checks are still one of the greatest ways to learn about prospects. Consider conducting some independent research by contacting persons who know or have worked with the candidate in the past.
7. Bring them on board.
Once you’ve found the best, you’ll need their complete support. According to research, a strong orientation program can enhance new employee retention by up to 40%. Aside from patient training, you may want to explore matching the new employee with a more experienced employee who can mentor and advise the individual throughout his or her first days on the job.
Finally, remember two simple rules: job-relatedness and consistency. Make sure you document every stage of the process and that you have sound, objective, evidence-based reasons for hiring or not hiring someone.