Hiring the right talent is important for any business. You need to make sure that any new hires are a great fit in all ways, from their skills to their alignment with the company culture. Hiring the wrong person can be a real inconvenience, as well as a waste of time, money, and resources. Here’s how to make sure you always hire the right people.
Understand How The Candidate’s Aspiration Fits With The Job
As you create the job description for the role you need to fill, pay attention to how you think the position will grow over the next few years. How does your ideal candidate fit into the growth plan for your business?
When hiring, always try to understand the candidate’s aspirations. How do they want to grow in their career in the next three years? Why do they think this job can help them to reach their aspirations?
Getting a sense of their career goals is a key part of interviewing. It helps you to see what a candidate thinks of the job and if they will be a good fit.
Get a clear sense of how you both see them growing in the role to see if there is an alignment between the candidate and the company.
Vet Them Appropriately
It can be tempting to skip over thoroughly evaluating references. It’s time-consuming and it can be hard to decide how a prospective employee’s interactions with past co-workers will impact your business.
Skipping this process can cause problems later on. You need to get as strong a sense as you can about the candidate from their references. You aren’t just verifying their employment history. You’re also learning how they work, and who they are as a co-worker and an employee. You can make this work easier by getting a recruitment specialist like DSC Personnel to vet your candidates for you.
You know the qualities and characteristics that you want, so finding the right person just means matching their past performance to the output you’re hoping for. Vet their references, and ask smart questions to get an idea of their capabilities and work ethic.
Don’t Hyperfocus On Their Past
Despite the previous advice, don’t hyperfocus. It’s important to thoroughly screen your candidates, but there’s a difference between getting a clear sense of their work style, and diving too deeply into the detail.
Don’t waste time asking them to walk you through their resume. You’ve already read their resume (or should have done). You don’t need to go back over their resume together. Instead of rehashing information that you already know, use the interview to focus on how they would solve problems that might come up as part of the role you’re interviewing them for, and on sussing out their potential.
Ask open-ended questions that are relevant to the position to see how they answer and work through the process. Hire people for their future potential, not just for their achievements in the past.