This article looks at why it’s important to hire the right people for your business and how to do it.
This may seem like an obvious thing for businesses to get right, but quite often I am approached by businesses to help them when they have made the wrong hiring decision. The hiring process can be expensive in both time and money, so it is so important to hire the right person right from outset.
Hiring the wrong person can have adverse consequences for your business. It can affect your reputation, affect your other staff and upset team dynamics, take up a disproportionate amount of management time and cause worry and sleepless nights.
Attracting and retaining the very best talent out there is becoming a big challenge. Your people are your most valuable asset, but also your most unpredictable asset.
So why is it important to get the right person for your business? Here are just 6 reasons: –
- Reduce staff turnover and recruitment costs
- Increase productivity and profitability
- Help with succession planning
- Avoid litigation & dispute resolution
- Achieve Customer Excellence
- Having the right skills for the right job
A question I get asked a lot – ‘How do I make the right hiring decisions? Here are some suggestions.
- Know what you want – hiring the right person starts with the right recruitment process. This can be done internally or outsourced to a recruitment company. Whatever you chose, ensure the hiring team know your requirements.
- Create or review the Job Description – if it is a new role, decide what tasks and responsibilities you want the role to do. Create a job description. Also think about what knowledge, skills and expertise you want the person to hold. Create a person specification. If the role already exists, review the job description to ensure it is up to date and reflects the needs of the business.
- Advertising – it’s important to search for your right person in the right place so consider where and how you are going to advertise the role. You may wish to use social media; platforms like LinkedIn, Twitter and Facebook are great tools to recruit. You can also advertise in specialist journals or online job boards, such as Indeed.
- The selection process – such an important part of the hiring process.
- Decide what selection method/s you going to use: interviews, job trials, in-tray or online assessments, psychometric testing. Which you use will depend upon the role. Whichever method you use ensure there is a level playing field for all candidates, for example considering disabilities.
- Ensure you have the right hiring team.
- Be clear about the role and expectations. This will prevent any misunderstandings later.
- Preparing for the interview – when preparing interview questions, be sure to take your time and consider what you’ll be asking.
- Of course, there are basic questions you’ll want to ask regarding the position, their background, and qualifications.
- Remember the interview is a 2-way process, allow the candidates to ask questions and interview you too.
- Meeting candidates face to face will give you that feel as to whether they be a good fit for your business and culture. There is no point hiring someone with excellent skills, but they won’t fit into your business/culture or will rub everyone up the wrong way.
- Different kinds of questions will also help you gauge what goals and ambitions the person has, their work ethic and commitment.
- Don’t settle for shallow responses – probe and ask for more detail if needed.
- Pre-employment screening – there is a balance between getting your right candidate on board quickly, so you don’t lose them to the competition and screening them well. Decide whether you wish to obtain references, medical checks, DBS checks and qualification checks. Remember you must obtain Right to Work in the UK check.
- Onboarding – create a great induction process to welcome them to the company.
- First Impressions – treat your candidates as you would your customers. Keep them up to date, reply to queries and give feedback. This will create a great first impression and demonstrate the kind of employer you are.
We hope that this will have provoked you in to giving this area more thought. If you have any queries or need help with making good hiring decision, please contact Hill HR.
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