The process of hiring and going through applicants is not an easy task. Because you need to become good at judging and looking through the person in a very short span of interview time.
Hiring an employee is not just about the qualifications and whether or not they have enough experience in the job specifics, it also requires some essential factors. For instance, getting to know the applicant’s ethics during the interview. This is not easy, and that is why we come up with this article. This article will help you hire the right people for the right job. Whether you are from the recruitment team that needs assistance in employing people or the applicant yourself, this article will help you.
Why hiring the right people important?
Right people for the right job— this should not be in question. All companies ought to hire people that could perform the job that is required. However, on top of this, companies should not just base their on the qualification and experience, what is more, important is how the applicant is willing to execute the job. It is about the drive because experience is useless without commitment.
- It allows you to save time. When you onboard an employee– this employee should contribute in terms of productivity. If otherwise, then you hired the wrong person. Why? Hiring the wrong person needs constant follow-ups and other things like disciplinary actions and so it needs more time. And if everything doesn’t work out, then you retire the person and then find another one.
- It promotes the growth of your business. There is nothing more important than the growth of your business. To achieve this, you need to hire solid people that could significantly contribute to your company.
- It will minimize turnover costs. Losing money because of turnover costs can be disappointing. How disappointing it can be if you spend money in hiring people and then for some reason you lose them. You could’ve spent that money on other matters that will benefit your company.
- Protect the image and identity of the company. Most job seekers researched the company that they are planning to apply to. And so, you don’t want them to know that there are a lot of employees retiring or quitting. Whether or not it’s your fault, what people say about your company greatly matters.
Always think ahead, to what would be the effects of a bad hire on your image which is outwardly, and most especially internally which directly affects your company as a whole.
And these are the most important reason why you need to hire the right people for the right job.
The Ultimate Guide to Hiring the right people:
1. Develop a clear understanding of the position and its requirements.
It is very crucial that before you start directing your recruitment team to interview and hire people, you need to clearly understand what the position you are hiring for is all about and its requirements and qualifications.
.This is suggests by Omer Usanmaz, the CEO and co-founder of Qooper Mentoring & Learning Software. “Developing a clear understanding of the position and its requirements means you need to look into the skills, experience, and qualifications required, as well as any other specific criteria related to the role. You should also research the team dynamics within your organization and assess how certain individuals would fit into this structure,” he says.
Take time to assess this matter and understand the specifics of the position offered to ensure that you hire the right people.
2. Determine what kind of applicant you are looking for.
After the process of carefully understanding the position and its requirements, the next thing you need to do is to determine and decide what kind of applicant you are looking for. Make sure that you will highlight the specifics like the educational background, experience, and the applicant’s attributes that will give you a hint of whether or not the candidate plans to work long-term with the company.
Additionally, you should not forget that educational background and experiences should come after the work ethic of an employee. For this, careful assessment should be done as early as the first phase of the interview. No one wants to have an entitled employee just because he/she is highly educated and experienced, right?
3. Have the job applicant take applicable assessments and methods.
This is an expert insight from the CEO of Flower Station, David Cohen. He says, “Depending on the position you’re hiring for, you might ask applicants to complete relevant evaluations. If you’re hiring for a copyediting position, you might ask a candidate to finish an editing exercise.”
“For instance, the hiring party may request a sample sales pitch from an applicant for a sales position based on a specific product. Although they aren’t always required, assessments determine whether the candidate can perform the position’s duties. The evaluation might be conducted before, during, or following the formal interview,” he added as an example.
In assessing the applicants, you must use different kinds of methods so that you can know what are their skills like analytical and problem-solving skills. Never assume and just be contented with what you see on a piece of paper called “résumé”. Having skills is equally important as being educated. Not all people who earned a college degree are skilled when expose to the real working world.
Richard Nolan, the Chief People Officer of Epos Now shares the same idea about this and says, “Using prehire assessments such as aptitude tests (IQ/personality), psychometric tests (skills/competencies), general knowledge quizzes, leadership simulations, etc., allows employers to gain greater insight into whether an applicant possesses all necessary competencies required by their role before making a final decision on hiring them – saving time and cost associated with recruiting unsuitable candidates.”
Indeed, it all comes down to the idea that hiring the right people for the right position is not an easy task.
4. Create a great job description.
This seems easy but is not. Creating a job description is tricky and nerve-wracking especially if you just recently offered a new role or position. On the other hand, if the offered position is already an existing role, then only a little revision of the previous job description is needed.
What is a job description? A job description consists of and clearly states the job’s essential requirements and qualifications, job responsibilities, and skills needed.
This is a very crucial part of the process of hiring the right people for the right job. Why? Because this will be one of the determinants of who can be a potentially good employee.
As Kyle Marquardt, the co-founder of Lori Wall beds says, “ Creating a good description should be comprehensive and informative, providing an accurate representation of the job position. It should also clearly define the job duties, responsibilities, and expectations. This will help attract the right candidates, as well as allow you to easily distinguish between applicants.”
Now, how to develop and/or create a job description?
Step 1: Gather and analyze data about the job’s duties. This can be done by interviewing your employees and asking them about their tasks or observing how they do their tasks. And from this you will have an idea about the particular job.
Step 2: Find out the important functions of the job. This will ensure that the tasks are truly necessary to perform the job’s responsibilities. Most importantly, it should clearly specify how a person is to carry out the job.
Step 3: Decide and finalize the job description. Once everything is already gathered and organized, review, edit, and then come to decide on your final draft for the job description that should be posted.
If you successfully pulled out the job description creation, you will attract more suitable applicant for you to hire the right person and/or people to the job you offered.
5. Develop your recruitment process.
This is an expert idea suggested by the Sr. content writer of IBC 24 named Aakash Shukla. “Once you’ve created a job description, you’ll need to develop a recruitment process. This includes defining the selection criteria, setting up the interview process, and deciding on the assessment methods. It’s important to ensure that the recruitment process is fair and unbiased and that it allows for a wide range of applicants to be considered,” he says.
This is a process done by the recruitment team. The team should have a seamless yet fair interview and especially an evaluation of the applicant’s performance during the interview and other assessments. If this is done the right way, you’ll surely land the right applicant that would be the right person for the job.
Additionally, in this process, there should be a use of strategies. As the CEO of a company that offers car and motorcycle covers called Coverland, Calvin Kim, “We should develop a comprehensive recruiting strategy which should include a mix of digital and traditional techniques for identifying and attracting the right candidates. This could include job postings on job boards, utilizing social media, attending job fairs, and reaching out to industry contacts,” he says.
Process without incorporating any strategy is prone to failing to fulfill the goal. That is why part of the process of the recruitment team is to find a suitable method and implement them by hiring the right people.
6. Screen your applicants and make sure you are hiring a committed employee.
Being qualified for the job because of educational attainment and job experience is worthless if the applicant is not committed to when it comes to working. The right attitude and work ethic should be one of the major requirements.
The reason why you are conducting hiring people for the job available in your company that costs you a lot of funding is that you are centered to the goal that the applicants aim for a long-term career plan for your company. That is why screening the applicants is important. This also allows you to avoid future problems that involve the retirement of the new employee after a few months on the job.
Screen your applicant by conducting checks about the applicant, and know your applicant. Be thorough as possible.
7. Consider How The Candidate Fits Into The Company Culture.
To prevent newly hired employees from quitting, one of the key aspects is to determine whether or not the candidate is fit for the company culture. Of course, it is your job to establish a fair and healthy company culture environment, however, one way to have a long-term employee is by checking if the candidate will be suitable for your company culture.
“Identifying the qualities I want in a candidate for the corporate culture is my first step in selecting the best candidate for the team. This is crucial because it enables me to create a precise job description and pinpoint the particular skill sets and traits required for the position. Additionally, it’s a vital component of the process that advances the following group of qualified applicants,” says Daniel Smith, CEO of LedAsks.
Why is this important? Company culture upholds the employees and promotes collaboration and teamwork among the employee. You may find the most qualified applicants among the others but if they don’t fit your company culture they will not stay long and will resign.
How do you know that a candidate is fit for your company culture?
- Assess how they communicate and interact with other people. Conduct at least 3 separate interviews. This is not to pressure the candidate but to give them a hint of what the company is all about through their employees. Interviewers on the other hand should be able to interact which will promote the company’s culture. An important highlight on this one is that all interviewers should have to agree on whether or not the applicant is very suitable for the organization.
- Incorporate open-ended questions that will make talk. This will make the candidate speak freely, allowing them to express themselves. Through this, you can see right through the person and you can see their personality.
- Ask them about the things that they know. Most of the well-prepared applicants researched and read about your company, how it works, what is it all about, and even the vision and mission of the company. Because of this, they will already have an idea about the company culture of the company. So, if they pushed through with the interview it means, they can see themselves being part of the culture of the organization.
- Be certain that your culture is defined. This should start with you and your employees. Make sure that your company culture is clear to all of the existing employees before you use this as a guide in hiring the right person for the right job.
There are a lot of things to talk about company culture because this is an environment that all employees should feel belong to for them to stay long-term in the company.
8. Make a shortlist of the most qualified applicants.
“After reviewing all the applications, we review all applications, eliminating those that do not meet our minimum qualifications. We then shortlist candidates based on their skills, experience, and accomplishments. During the phone interview stage, we further evaluate potential candidates by asking them questions related to their work history and how they could best contribute to our organization,” says Hellovein CEO, Kreisel Jaquish.
This should be done carefully, your hiring-the-right-person agenda is at stake. You should carefully examine the candidate before you count it on being part of the final list of candidates.
9. Complete the onboarding procedure.
Min Tom, CEO of Happy Hongkonger, says, “offer a complete onboarding procedure to assist the new recruit in becoming acclimated to and at ease in their new position. To guarantee their success in the role, this can involve orientation,
training, and continuous assistance.”
When you recruit a new employee, it’s crucial to offer them a thorough onboarding and training program. They will be more prepared for success in their new position as a result, and you will be able to keep them for the long run. Providing, a comprehensive onboarding process ensures that the new hire is fully integrated into the organization and has the tools and support they need to be successful in their new role.
An extensive onboarding period is when all individuals hired can hone their skills while learning company culture and procedures through hands-on training or workshops facilitated by existing members within the organization; this way current employees can share valuable knowledge gained from professional experiences directly with new hires without having them stumble around trying figure out things by themselves.
Furthermore, this gives employers time to assess how specific candidates adapt in certain scenarios before fully committing them long term success within said organization.; lastly having open lines of communication between management teams and prospective recruits can help identify any possible problems early on so no one ends up feeling dissatisfied or unprepared by later stages on a joint venture.
Ultimate conclusion
And these are the ultimate guide to choosing and hiring the right candidate that will become part of your company. If you use this guide, you will surely be able to get one of the best employees that would contribute to the growth and success of your company.
It may take time and money but it will of worth it if you see that you can be the best and most committed employee working for the company. It is not just the owner that built the company, the employees too!
