No matter what business you’re in, hiring the right staff is pivotal to success. Having the right team members on board, quality employees who get the job done right will always help a company grow. It’s easier said than done though, hiring top talent can be a challenge.

It’s not just about reviewing resumes and flicking through profiles online. You must have strategies in place to help identify the best candidates and weed out the duds, ensuring you get the best fit candidate every time. Hiring managers need the tools to determine who are the best people to lead their company to success.

What’s Most Important When Hiring A New Employee?

Clearly there are many things that are important when you’re hiring a new employee! Any hiring manager knows that, so much so that it can be daunting and overwhelming sometimes. That’s often why people don’t do it or they rush it and get it wrong.

If you’ve got a strategy in place for hiring that will always help your considerations for new candidates.

Here’s some of our top tips for hiring the right employee:

Potential for Long Term Growth and Success

When considering a new hire, it’s important to think about the future. What would their growth within the company look like? Are they looking to expand their horizons and bring on new skills?

What would their lifecycle within your company look like?

It’s a trap to just assume that based on their skills on paper, they are capable of achieving the things they say they are, and the things you think you need them too. Similarly, don’t just assume that the person who has all the experience is also the right person for the job.

Often the person with all the experience isn’t the right person for the job because they’ve already been there and done it, they won’t be looking to do it all again.

Apart from their skills on paper and the skills that are required to do the job, what other skills do they have? Have they exhibited great social skills? Or maybe great problem solving skills? Is there proven experience and evidence of being able to find their way around a problem and produce a great outcome?

Such skills tend to show that a person doesn’t require hand holding and will find the direction they need to get the job done right.

What are they like with people? Do they have good social skills? Clearly having technical skills is important, but if you’re working in a company with other people, you’ll need to have decent social skills to be able to interact and get the best out of your co-workers. Such skills also advance into leadership skills as managing people becomes a pivotal part of their role.

Considering these questions every time you’re assessing a new employee will help you assess the longevity of a person in your company.

Get a Great Set of Interview Questions

Sure, everyones got their favourite question, but one question does not make an interview! Take some time to prepare your interview questions carefully to make sure you get a good cross-section of information from your candidate.

Be sure to include the basic questions like their prior positions, experience, background and qualifications.

With your strategy, work in different questions throughout the interview, not all at once. Questions that surround goals, their vision of themselves for the future, their personal values and their own style of culture. All will help you determine whether they’re a good fit for your culture or not.

One of the favourite questions used by interviewers is “Where do you see yourself in 10 years?”

The reason this is such a favourite is that it helps determine a number of different things about a person, such as:

  • What are they personal goals and ambitions?
  • Their level of seriousness and intent with respect to achieving their goals.
  • The expectations they will have from working within your company
  • Whether they’ll be committed to your company or not.

All of which will be vital insights into whether this person is the right employee for your company.

In a contrast to interview styles of a by-gone era, loose and casual conversations within which these questions are asked helps get a feel for the person and their own personality. In this style it’s less about the answers they give but rather how they answer the questions, their tone and their body language. Using this information will help you get a great feel on whether the person will be a good introduction to your companies culture or not.

Let Them Interview You

This may seem like an obvious one, but it’s not necessarily for the reason that you think. Sure you want to make someone feel comfortable, but really what you want to do is understand whether they have an understanding of what’s going to be expected of them.

By letting the interviewee ask the questions, you’ll immediately get a view of how well they understand what’s being expected of them in the position. What the responsibilities are and what they’ll need to do on a daily basis.

The content of their questions will help you determine that they’ve understood what you have presented.

This is more crucial than you think!

The extension of this step is to give the interviewee the opportunity to get a feel for the work environment and whether they want to work for you or not. This is equally important for you because it gives you a fairly transparent and open discussion plane to outline what’s expected of them and determine their level of commitment.

As with a casual interview environment, how they ask the questions will also give you a peek into how they work with information. The style of their questions will help you understand their method of problem solving.

Suggestions That Help You Succeed

Having an interview is just one piece of the puzzle. Sure, you might have had a great interview but not every employee works out regardless of how great it appeared at the time.

Here’s some of our suggested steps to take when hiring the right employee:

Keep An Interview Checklist

Try and keep a fairly static list of interview questions that you’ve used over time. Doing so will help keep your strategy consistent and help improve over time.

You may want to make changes over time with each role that you’re hiring for. Use questions that help you learn about each person’s capabilities, their knowledge, skills and confidence level. Consider also their general attitude and potential within your company.

Make Your Own Hiring Process

How ever you choose to hire, you should always be working on improving it. Be sure to document at least the foundation of your process if not the whole thing.

Look at ways you can improve it over time. After each interview, review your process and see which parts worked well and which parts didn’t. Keeping notes will help you with this.

One of the important notes to keep is which questions actually led you to finding the right person. Similarly, record the things that led to an employee leaving.

As part of your process it can always be good to include other members of your business. Other existing employees who know your business well. They’ll give you an often impartial view perhaps without the ‘rose coloured glasses’.

Clearly these are all things you learn over time. Take the time to record what you do and learn what works best for you and your company.

Consider Hiring Interns

If you’ve ever had the idea in your head of the ‘dream’ employee, hiring an intern can be a great way to achieve just that! When you have an interview, you can groom them into the kind of employee that you really want. They learn your ways as you guide and teach them in their chosen craft.

Interns are always willing to learn and take direction, that’s why they’re there, so doing everything you can with them early on can result in the perfect employee becoming yours.

At the completion of their internship, you can consider hiring the intern essentially from your own pool of potential candidates. The bonus is, if they’ve already been working with your company for a long enough time they’ll already have a great cultural fit and often will have the fire inside to do the very best they can.

Plus, you’ll already know who they are and what they want to be, so it’s like the interview is done already.

Hiring That Perfect Employee

Finding that right employee may not be the overnight exercise that you imagined. It can take longer than you thought.

Grab some of the suggestions in this article and implement them quickly. They’ll help you succeed in hiring the right candidate and doing it faster than you otherwise might.

Of course, once you’ve got your plan down pat, there’s always JobScouts to help you find the perfect Candidate.