How To Get It Right In Your Hiring

As a business owner, getting it right in your hiring is one of the core components of your business success. This is because, when you get it right in your hiring, you will experience an increase in your outputs, and this will in turn bring about an increase to every other important index in your business. And need I to say again what the results will be for your business when you get it wrong in your hiring?

To help you in getting it right in your hiring, I will be sharing with you a few tips and strategies you can apply today to improve your hiring process

Define and Clarify The Job Roles

It is funny how many business owners advertise and hire for roles that they are not clear on what they want the employee to do. The first thing to consider before putting out a hiring notice is to ensure there is a role to be filled in the first place. When you have confirmed that there is a role to be filled in your business, the next is to clarify the extent of the work that will be required of such a role in order to meet up with the general success of the business. Then, state what the role requires in terms of skills, knowledge and attitude for it to be filled comfortably.

Prepare Your Business For Employment

The next thing to do before hiring is to ensure your business is ready to take on and maintain an employee. What do I mean by this? Ensure your business can take care of the salary/wages of an employee without you having to borrow or shut down operations entirely. If this is not the case, you can seek out alternative methods of getting the human resource you need for your business such as family, friends, volunteers, part-time/contract or freelance.

Most business persons leave the decision on the selection of their next employee to the last minute. This kind of approach is frustrating and costly. Your hiring decision should start at the point of application. In our organisation, what we do helps us in creating an online form where applicants are required to answer certain questions. This does two things for us, it helps us to save time by easily sorting our candidates and only inviting for interviews those who we adjudge to be a good fit for the role.

Again, you can only do this effectively when you have first defined and clarified the role. So, you see why you need to have that first sorted out.

Look Beyond The CV

One’s CV only shows you what an individual had been involved with or has done in the past. It usually will not tell you about the true potential of the individual. If you will get it right, you must ensure you look beyond the CV. As a rule, when I hire in our organisation, we don’t look at one’s CV until after the interview and there is a need to look at it.

I don’t know about any other person, but I believe the regular interviews of having to ask a set of commonly known questions are boring and to a large extent ineffective in helping you choose the right fit for your business. Asking a candidate for instance, ‘from the little you already know about our company, what do you think we can improve to remain relevant in the market’ will help you achieve two things – judge the observation and problem-solving ability of the individual and then help you randomly sample different opinions regarding your products and services. Another thing you could do is to invite your candidate to your workplace, take them around and observe how excited and enthusiastic they are to want to work there.

Final Thoughts

Getting it right in your hiring goes beyond hiring the candidate with the most skill or qualification but the candidate with the right attitude that fits into where you are at the moment and where you are going to. The tips contained in this post will help you in finding the right hire your business desperately needs.