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Getting the right person for the job is tough. You will have so little information to make your decision based on. But getting it wrong can cost you and your business a considerable amount of time and money to fix, not to mention the stress of dealing with it.
For most jobs, you will need to have someone that is up to the job. When they are not, you will need to go down the route of performance management and that can something that is detrimental to your business. You need to aim to get it right the first time.
Here are some tips for finding the right person for the job.
Be Specific In Your Job Descriptions
If you want someone with specific skills and experience, you need to be clear about this in your job advert. Create an in-depth personal profile of the kind of person that you are looking for. The more detailed you can make this, the more likely you are to find someone who has all of those qualities.
If you are not open about the type of person you are looking to hire, you will get everyone applying and it will take you a long time to find any kind of meaningful match.
Do Background Checks
It is vital that you get a background check on anyone that applies for a job within your organization. You are checking a number of different things. Firstly, you need to be sure that they are who they say they are. You are checking that they have the legal right to work in the country. You will want to know about how they have performed in previous jobs. The last thing that you want is someone who has been dishonest or caused a lot of problems. Lastly, you are checking to see if they have a criminal record.
While obviously people can change and rehabilitation is important, if someone has not disclosed their criminal record in their application, this does not bode well in terms of honesty going forward.
Read Applications And CVs Thoroughly
People spend a lot of time creating their applications. It is important that you take the time to read them instead of judging them based on how they look. Look out for keywords and experiences that may be related to the vacancy you are hiring for.
Make a note of anything on the application that you would like to ask them about.
Have More Than One Interview Stage
Some people do great in a formal interview setting, and then others don’t. But having the ability to sit down and talk about your experiences may not represent how well they can do the job.
For that reason, you should include a variety of different assessment methods. If you can include some kind of practical aspects such as a work trial or a group exercise, do so. This gives you the chance to see how they may act in a working situation.