Want a better business? Start with better employees.
Hiring plays a major role in how your business functions and the success it sees. If you’re not recruiting or selecting the right candidates, it can degrade the quality of business you’ve worked so hard to create. No one wants that.
It can be tough to know whether you’re hiring the right person, but there are a few tricks you can keep up your sleeve to make better hiring decisions on behalf of your company.
In this article, we’re sharing seven of these tips with you so you can start implementing them right away.
1. Always Perform Background Checks
If you’re wondering, “How long do background checks take?” you’re not alone. Background checks can cost a bit more money, and depending on the provider you’re using, they can take a while. But they’re almost always worth it.
Requiring a passing background check can eliminate certain candidates from the running and save you a lot of trouble down the road. They can also end up saving you time by avoiding interviewing people unsuitable for your business so you can focus on the real stars.
2. Define the Hiring Process
Good HR practices start with a well-defined hiring process. How many interviews will you take? How many rounds of interviews will the final candidate need to make their way through? Who will conduct the interviews, the recruiting?
Answer all of these questions and more in a company hiring document that will set out the entire process.
3. Clarify Duties and Responsibilities Explicitly
Another way to avoid hiring a bad seed is being explicit with your descriptions of the job role, duties, and responsibilities that you expect the new employee to take on. Beating around the bush or being vague for the sake of capturing the interest of as many candidates as possible will only waste your time and bring in a host of unqualified people.
4. Set a Standard
There should be a standard for how long your hiring process takes. It can be frustrating when you don’t feel like you’ve found the perfect person, but taking too long for a hire can hinder the company more than training a good person can.
So, set a standard. If you interview five people per role and assume that at least one or two of those people will be within the top twenty percent of applicants, then you can feel better about selecting that top performer and training them up the rest of the way.
5. Get the Team Involved
When in doubt, get more of your company team involved! The decision to bring someone on should not be left up to one person’s sole discretion. For best results, bring in a couple of other people to weigh in and give their opinions on the candidates. They may even be able to step in and help with the interview process to offer a fresh perspective.
6. Request Sample Work
While some candidates dislike this as a part of the hiring process, don’t be afraid to request sample work. You can ask them to perform a task or complete a small project as a test for what’s to come in their potential new role, but keep in mind that a non-employee has is never required to perform free work for you. If they turn down this option, you could simply request to see samples of their previous work and make a judgment based on that.
7. Don’t Oversell
Don’t oversell the job or the company, or you may miss out on the perfect new hire. If the candidate thinks that you are overselling the job, they may begin to question why you want them so bad and assume it’s because they’re the only person you could find or that the company has internal issues. Who knows where their mind may go, so keep your position professional and discrete.
Better Employees, Better Business
Employees are the makeup of any business – what do yours say about you?
If you want to grow your company in a positive direction and create a positive, supportive work environment, it starts with your hiring. Use the seven tips shared above to start making better hiring choices!