If you want to make your company successful, the first and foremost thing you should be doing is building the right team. Now, we know that it’s easier said than done. Especially in today’s tumultuous market, having employees who will dedicate themselves to your company is important but equally difficult. Sure, their expertise and experience may be what you are looking for but do their values align with that of your company? That is often the most crucial question.
Moreover, the hiring process is anything but easy. Hiring the wrong people isn’t costly, but it can result in even more financial loss if they leave midway, or you have to hire them again for other reasons. Hence, it would help if you had a strategy when it comes to hiring. Look out for certain factors in the prospects that have been tried and tested as being indicators of a good employee.
Gut feelings can only get you so far. You need a solid plan and indicators to keep an eye out for. Keep on reading this article to know more.
How To Hire The Right People
<p>As a hiring manager, you must already know how difficult it is to get the right people onboard. You can never settle for less if you want your company to reach new heights. Therefore, let’s look at some tips to help you with hiring.</p>
1. Know What Your Company Needs
The first thing you should be paying attention to is what your business requires now and what gaps it is trying to fill by hiring candidates. You cannot expect your hiring process to go successfully if you are not about the goals and values of your own company. Evaluate your hiring needs and, accordingly, find someone who will fit the description you are looking for. This is important when defining your company’s employee value proposition.
Many recruiters need a solid idea of what they are looking for in a candidate. Therefore, first, understand the mission and objectives of your company and search for candidates who will fit the attitude, mindset, and skills required for the role. This is the first thing you need to do before you go further into the process.
2. Vet Them Properly
Interviewing candidates and hiring them immediately after that isn’t all that comes under the recruiting process. Sometimes, you need it to be more elaborate than that. To ensure the candidates are right for your job, you must vet them properly. And by that, we mean that you need to examine their performance, references, and skills carefully.
While we know it can be time-consuming, vetting your candidates appropriately can have great results. You can understand how the potential candidate works from their references and understand their work. Look into their employment history with the help of tools like SignalHire. Checking candidates doesn’t only mean verifying employment history but understanding how their experience and contributions can help in the present scenario.
3. Ask Personal Questions
By personal questions, we certainly don’t mean extremely personal ones that will make your candidates uncomfortable. Ask your candidates questions that will give you an insight into what kind of personality they have and what their likes and dislikes are. While you may think that it’s irrelevant, you will soon realize questions like this help you understand what their skill set is.
For instance, ask them what their favorite book is, their favorite quote, what they liked the most about their previous workplace, or what movie they liked the most, or ask them whether they prefer working in a group or alone. Questions like this will help you understand how your candidates work and think and might even ease the conversation. Plus, depending on how the candidate answers, you can understand how they tackle unexpected questions and how they can think on the spot.
4. Allow Them To Ask You Questions
The right candidates always prefer to ask questions to the interviewer as well. This shows engagement and preparedness. You must look at the interview process as more like a conversation than a one-sided interrogation. You cannot expect only to keep asking questions and for the candidates to answer. If you are looking for the right candidate, you should also be prepared to answer every question they may have.
At the same time, pay attention to their questions. Through them and the manner of asking them, you can understand how much they care about the role and how much they are looking forward to it. See if they are asking questions about the team and the company or if they are asking irrelevant questions just for the sake of it.
5. Conduct Screenings, Tests, And Assessments
If you are looking for a high-quality candidate, you must also level up your recruiting game. Gone are the days when you could hire candidates by just conducting an interview. The competition is fierce now, and you must pick the correct candidate from a sea of thousands. Therefore, narrowing down your search, tests, and assessments for hiring can come in handier. It can be a written, verbal or virtual test.
Conduct tests that will ascertain that they are technically capable. Take tests on English and reasoning and tests related to your company’s specific industry. For instance, if you are looking to hire a CSA, check how they can converse with customers and how much empathy and understanding they show. Also, conduct personality/behavioral assessments to ensure that you are hiring someone with the right attitude for your company.
6. Introduce The Candidates To Your Team
Another great way of assessing how well the candidate fits within your company is by allowing them to interact with your existing team. The standard interview process only sometimes works. It is great for low-stake roles, but when hiring for high-position roles, you must think outside the box and push your candidates a little to see how well they do in different situations.
Allow the candidates to interact with your team members and have one-on-one conversations, informal coffee breaks, lunch, or even work simulations. This way, you will understand how the candidates interact with your current employees. Your existing employees can give you feedback regarding which candidate they think is right. This can be a great way of revealing any red flags that may have been ignored before.
7. Hire Remotely, If You Have To
In the post-pandemic world, remote work settings have become extremely common. Most companies now have hybrid systems with both in-office and remote workers. So, if you are desperate to hire capable candidates for your company, you can even try hiring remotely. It might be a bit tougher since you won’t be able to assess them how you would assess in-office candidates.
Regardless, hiring remotely does have its benefits too. For instance, you can save money and resources. Plus, what’s even better is that hiring people from different regions gets candidates with different backgrounds. They bring their perspectives and experiences, and this helps to enrich your company’s culture. Remote candidates can even make you think of solutions that your team normally wouldn’t.
8. Push The Candidates To Be Honest With You
Let’s face it: when we talk about ideal candidates, we certainly don’t mean candidates who are absolutely great at everything they do because it is just impossible. Every candidate, no matter how great and capable they are, has their own faults. That is why you must ask the candidates what they think they could be better at. The answers can help you comprehend their professional expectations and whether your assessment of them has been correct.
Sure, you can ask the standard “what are your weaknesses?” question, but it’s more than that. Ask your candidates to point out tangible skills that they may be lacking. This shows that they may not have the skill right now but are willing to learn and improve.
9. Take Your Time
Last but not least, you must take your time when hiring a candidate for your company. We understand that you may be in a hurry and you are just looking to get over the exhausting recruiting process. But hurrying too much can result in bad decisions, and you may need to rehire again. That’s something you don’t want since it’s yet again a waste of time and money.
Hence, take your time to find a candidate you know will be with your company long-term. Plus, when you take more time, you can make an impression on your candidates and increase the chances of them wanting to work with your company. It’s a win-win situation.
Very few hiring managers truly enjoy the hiring process. It’s long and drawn out and can often be exhilarating. But, it’s one of the most crucial processes of any company. Therefore, in this article, we discussed some important tips you should keep in mind when looking for the right candidate.