Finding the right people to work for you is understandably challenging. You’d want to be as meticulous as possible when sifting through candidates. But at the same time, you don’t want to be spending an exuberant amount of time and energy into your hiring process alone as other aspects of the business will suffer. But with the dozens of candidate resumes and files that land on your desk every day, it can be tedious to select the right employee. To help you find the right one, here are six tips to keep in mind:
Determine Good Technical Fit
The right employee should have a skill set that is a good fit for the position you are looking for. Using the right surveying and interview process including written questionnaires and asking open-ended questions, you can determine whether or not a person has the right skills to do a good job. For instance, if you are hiring for a lead software engineer, you can throw problem-solving exercises and take-home assignments at candidates to test their technical abilities. Even if they cannot solve the problem right there and then, observe their approach. Can they maintain composure under pressure? Do they have the right train of thought when working through the problem?
Cast a Wider Net
You don’t want to limit your options by just entertaining candidates who’ve attained specific educational and professional credentials. While the college they went to and the years of field experience they have are definitely valid measures of competence and technical know-how, it shouldn’t be the only yardstick you hold up against your candidate list. If your candidate seems smart enough, they should be given a fair chance. The best talent come from all sorts of backgrounds, from arts to engineering. If they have the drive, passion, and fundamentals in place, give them a chance to prove their potential.
Check References and Do a Background Check
References are a standard when applying for work. No one would agree to be a reference to someone who is irresponsible or a psychopath. When pre-screening candidates, do a background check that includes references, but also goes into the person’s history including educational credentials, actual job positions held, criminal history, and credit history.
Have a Detailed Job Listing
The job position you need filling won’t be found by potential candidates if you don’t post it on a bulletin board or an online job listing website. More importantly, however, you need a highly detailed job listing to avoid attracting people who aren’t a good fit to the job position and company. A detailed listing should feature the job responsibilities expected of the new hiree, what existing technologies and solutions your company is using, what your company culture is like, and what you are looking for personality-wise.
Offer Training Programs
Providing regular training programs for your employees can refine them further and give them the knowledge to take on more difficult tasks and projects. Training your staff not only increases their proficiency in their respective duties. It also boosts your sales and profits, and helps you expand the business faster. By investing in your workforce’s growth, you are also showing your employees that you value them and their continued growth.
Work With a Third-Party
Third-party recruitment firms have the resources to devote towards finding the most compatible candidates for the job positions you need filling. Companies, like Intrinsic Workforce Recruiters, https://iwrecruiters.com/recruiting-services/sales-marketing-recruiting/, specialize on bringing together companies with professional sales and marketing people who have the experience and qualifications to do the job proficiently. This includes account executives, advertising agents, brand administrators, and web marketing specialists.
Final Thoughts
People are an indispensable asset to any company. Who you employ and work with on a daily basis will affect your business’ bottomline. Take the time to vet your candidate list and involve your current employees when making the decision. Getting the consensus of at least your team managers and department heads will make the hiring process more streamlined.
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