To hire the right person for the job, you need to look past candidates’ resumes and cover letters and learn more about them as people. Employees need to have the skills and experience required to do the job, but they also need to fit in with the company culture and be willing to take direction and handle challenges as they come.
Focus on the candidate’s potential.
Nothing is more important in a new hire than personality. While having the right skill set may seem essential, the fact is, skills can be acquired, but personalities cannot. Consider soft skills — like interpersonal skills, communication skills, thought processes and emotional intelligence — because they matter.
Check social media profiles.
Like most employers, you probably already make it a point to do a background check (including at least a quick Google search on the candidate’s name) to see what comes up about that person online. But if you’re not looking through the candidate’s social media profiles, you could be missing a key way to find out more about the individual as a person and an employee. How that person behaves on social media is a good indication of what kind of person the individual is and how your prospect might fit into your company’s culture.
Fit the personality to the job.
A candidate’s personality is another really important factor to consider. The kind of person you hire depends on the culture of organization and the type of job. A great person with all kinds of skills may be a good fit for one and a poor fit for another, simply based on their personality type. And just because a person seems like the right fit for your company, doesn’t mean that person is the right candidate for the job you have open. You have to make sure that the employee you hire is up to the task.
Ask the right kinds of questions.
If you ask someone why they left their last job and they blame someone else, it’s important to follow up with another question. If they continue to blame external forces for their problems, you may want to look for another employee.Make sure you have a few “behavioral” based questions prepared. These questions can tell you a lot about “predictive” behavior patterns and a candidate’s drive and ambition. This is important in helping you understand how the person works, and whether or not your prospective employee will grow with your business.
Let candidates interview you, too.
Don’t be the only one to ask questions. To help determine if your prospective candidate has the right personality for your particular job, it’s important to help that person understand the company’s work environment.It’s important to be open and honest about what it’s going to be like to work for your company. You want to give a realistic preview of the work environment.
Allowing prospective employees to interview you for a change will give you a chance to see what’s important to them. Plus, it will give candidates a chance to determine that they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them — and that’s just as important.
Another tip is to get your employees involved in the hiring process.
To ensure the candidate is the right fit for the company and the company is the right fit for them, each candidate should meet with at least two other staff members individually. If a few employees have concerns, it’s likely they aren’t the right fit for the organization.
Know that not all hires work out.
You’re only human, so even after following all these tips, it’s entirely possible that you might still make a bad hire. If you have tried to solve whatever issues have arisen as a result of a new hire, and your attempts have failed, it’s okay to let the person go. After all, you want an employee who is going to add to your company culture, not make it worse.