Not able to hire the right candidates? Not able to find anyone that fits the profile you are looking for? May be there is nothing wrong with the people approaching you for jobs. May be there is something wrong with the way you are looking at things. Remember that if you don’t put out the job opportunity properly and ask the right things in the interview, you won’t have a suitable candidate at all. Worse, you might end up hiring the wrong person!
Here are a few tips that you will help you hire sensibly:
Understand the Resources you Already Have
Before even thinking about hiring, you should think about the talent you already have. Remember that internal promotions are much better than hiring a new person. Encourage the sources you have and when you think you need someone new, go ahead with the hiring process.
Pay Attention to the Job Description
Job description is not something you scribble out in a couple of minutes and send it out for advertisement. Many business owners do this. Later on, these business owners get stuck with all the wrong candidates, prolonging the hiring process. Your job description should include more than just the skills, responsibilities, and duties. It should also tell the candidates what exactly you are looking for.
Mention how you want the particular job to be done along with what you want. That will help you get the right head start.
You might wonder why I am even mentioning this point. Let me clear it. When I say professional, I mean that you should be professional by using assessment tests. A professional assessor will help you with this and thus, the interview results will not be subjective.
Identify Weaknesses Early On
Know that no one is perfect. If you find a perfect candidate, the guy is fooling you or you are fooling yourself. Every single person has his weaknesses. You should be able to figure these weaknesses out during the interview itself to avoid rude shocks after hiring. The weakness may seem futile but it is important to be aware.
Try before Hiring
Trial runs are highly effective. A trial run is like a practical exam. You can’t have a person figured out through one interview. You have to see him work to know whether he is fit. This is the reason why a trial run will work in your favor. When you watch him work you will be able to ascertain whether he is the right one for your company. The trial run may last for around a month or even three months.
This works both ways but I am speaking for you, the employer. You should never try selling your company. Whatever you chat about must be honest. You shouldn’t cook up stories about success just because you want him to work for you.
These steps will help you shorten the hiring process and hire the best.
Hiring can be tedious unless you follow a few rules. Start from the inside and promote talents. If you think you need additional talent, go ahead and send out an ad. The ad should be clear and detailed. Run a trial before hiring so that you understand how he works.