The Secrets To Hiring The Right People
Employer turnover and training is a big cost for any business. Work gets slower as resources and time are spent investing in a new member of staff. That’s why you want to make sure you get the choice right, in order to not end up with someone you’re only going to be letting go before long.
Evaluate Your Standards
We’re not telling you to throw your standards out the window. Only to think about what your current policies for hiring are and why they’re like that. For example, numerous job listings ask for a good deal of experience despite missing the opportunity inherent in hiring fresh talent. Less experienced workers, even recruiting graduates, often means that they have less to unlearn. They can be more accurately sculpted to fit their skills to the role.
Know What To Ask In An Interview
Of course, you also want to make sure that your interview is really testing for those standards with your questions. It’s not just a chat to get an impression of them. What you ask really matters. Ask them to describe moments of difficulty and what they have done or will do in future situations. This demonstrates both understanding context and reaction.
Follow Up
An interview is a great platform for a prospective hire to sell themselves, but it’s not all you should be focusing on. An interview is getting to know them through their own words. A reference call should be an opportunity to learn about some of the nuts and bolts of the person. This isn’t just asking for an opinion. It’s about asking for specific data on areas you might want to know more about: Absences, difficulties, etc.
Spotting Employee Toxicity
Trial periods are a great aspect to consider when hiring new people. Sometimes you need to see employees in a work environment in order to spot potential major flaws: Staff that procrastinate with excuses. Staff that spend their time spreading negative gossip. You need to identify the toxic behaviors in employees and address them early if possible. If they can’t be helped to curb their behavior, then they’re not worth keeping around.
Spotting Their Talents
It’s not just their flaws that you need to keep an eye out for. You need to be quick to spot the strengths and talents that your employees have. For example, if they have great written communication skills, they don’t necessarily need to be a trained marketer to be given a role on social media platforms. Don’t just think about how they can fit the role they’ve applied for, but consider how they can be a real part of the team in other capacities.
