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Hiring the right people for your business matters. It's even more important when you're still small and trying to grow. With the vast array of people seeking work, it can be difficult to decide who should be passed over and who is worth keeping. Do you hire someone simply because they've accumulated 10 years of sales experience? Should you select an intern on the basis of a winning personality?
Without a conscious game plan, a list of the essential qualities you require and a firm notion of what you consider non-negotiable, you'll essentially be guessing. You might also risk overlooking truly valuable talent. When you're ready to employ more people for your organization, make sure you keep certain key traits in mind.
Flexibility
While you're still on your way to scaling up your business, look for people who are willing and able to do the work of two or three. Hiring someone who is not only experienced in customer service but also knowledgeable in office operations will save you from having to expand the payroll.
Flexibility isn't just the ability to wear many hats. It also means a willingness to adapt to changes and openness to learning new skills. Look for candidates who have no qualms about adjusting to a new environment or tackling unfamiliar roles.
Attention to Detail
"Attention to detail" has become a standard phrase every applicant likes to include in their inventory of personal competencies. However, it's worth pointing out that attention to detail is a different skill from the ability to do detail work correctly, or even catch mistakes.
That said, look for someone who can take instruction to the letter and execute a task precisely and accurately. Ask for instances when they were trusted with a project that required the ability to closely focus on the work at hand. Some mistakes inevitably occur, but they're costly, and too many of them can easily set a company back.
Passion
In a small organization, lack of motivation and enthusiasm can be infectious. Even a single bad employee can begin to breed a toxic work environment. It's vital to seek people who will foster team spirit rather than hinder it. You're looking for someone who truly cares about your field and enjoys it. Genuine enthusiasm can't really be faked. Avoid people who are disinterested or only in it for the money.
When you're a small business owner, your employees should be your greatest asset. Make sure the people you're entrusting your business to have your company's best interests at heart. They ought to be as invested in its future as you are.
As your business grows, the time will come when growing teams within each department is a necessity, and that means looking through resumes or using an online matching service to help you find good candidates. If you're new to hiring candidates, you might be wondering what you should look for to help weed out the best ones. There are several areas to look at when deciding on a candidate, though some do have greater weight than others.
Look at Their Educational Background
Education is certainly not the ultimate qualifier when it comes to a job position. Candidates certainly need the personal skills to succeed in the workplace that simply getting a formal education will not provide. Nonetheless, if they have studied in a field conducive to your open position and have certifications as well, that certainly is important. Just keep in mind that the size and prestige of the university the candidate went to doesn't make them any more qualified than one who has better overall skills but came from a smaller college.
Examine Previous Experiences with Teamwork
Whether it's on their resume or in an interview, probably the most important characteristic you're looking for in the candidates is their ability to work with a team. When you look at their past employment history, you should look for evidence of teamwork in past work performance. Look at certain characteristics or ask questions to see if they took leadership in the group to get things delegated or done on time. Have they been willing to make personal sacrifices to help others on the team? Have they done well when they've had high pressure deadlines to meet? These are all areas you can evaluate when looking for a team player candidate.
Check Their Ability to Communicate
While this goes hand in hand with being a team candidate, it really can't be emphasized enough. The most important quality in a candidate is their communication ability. In sports, a team cannot function without full uninhibited communication between all players and coaches, and likewise your company needs the same from all of its employees. Candidates who can communicate very well are often good at fitting in with your company's culture, and they will be on the same page as their coworkers more times than not. They will also be better at handling and resolving conflict. Generally, when you interview candidates, you will be able to tell if they have good interpersonal communication skills.
The bottom line is the right candidate won't be someone trying to impress you with what he or she knows; the right candidate will demonstrate strong teamwork skills. You need to pick the person who not only understands teamwork, but also understands the value of your company's culture and can mesh with it. Sometimes, a candidate referral from someone you know can also help.
While conducting a successful interview may sound like an effortless task, it can be a bit more complicated than asking a series of questions. Being an effective interviewer requires that you possess a strong degree of discernment and even greater communication skills. If not, you run the risk of hiring a candidate that is not a good fit for the position, which can ultimately can have repercussions beyond the team and into other areas of your organization. EduJay can help can help you strengthen your skills as an interviewer and begin hiring employees that complement both you and your company.
Learn Actual Interviewing Skills
Preparation is everything. Good interviewers are punctual, possess a great attitude, and take notes to jot down key points of the interview while still being prepared to answer any questions that the candidate may ask. You must be able to remain observant and avoid creating an uncomfortable environment. The dialogue of an interview can be tricky, so in order to know which questions to ask and which signs to look for, I encourage my clients to seek help from a professional. Simply participating in a workshop, class, online course, or even getting a personal consultation will make you more familiar with the dos and don'ts of the interviewing process.
Perform the Necessary Checks and Assessments
While this is often standard practice in the screening process, I’ll reiterate that it is a wise expenditure of money to have all potential hires undergo a pre-employment drug test. This shows that you are doing your due diligence and mitigating the possibility that there will not be an issue in the future. You may also want to carry out a formal criminal background check to make certain that the candidate has not been involved in any activities that could put the company in harm's way. Additionally, personality and temperament assessment tools are great methods to determine whether or not the interviewee is both emotionally and mentally capable of carrying out the duties of the job.
Get Familiar with the Laws
The last thing you want to do is get caught up in a legal dispute while attempting to add value to your staff. You need to be careful not to offend or make inappropriate comments so that you won't warrant a lawsuit. Conduct thorough research to become properly informed about your state interviewing laws, and stray away from questions involving details that are either unrelated or too personal.
Ultimately, the staff members that comprise the interview panel are a reflection of the organization. Interviewers should be thorough and attentive, while also setting a positive tone for the conversation. By being skillful communicators, understanding the laws around interviewing, and assessing potential hires, you can increase the chances of landing the right candidate for your job opening.