Hiring is a normal part of business. Growth brings with it the need to hire, and there are always those occasions when hiring is a matter of replacing employees who either left on their own or were terminated. Your goal, as an employer, should be to hire the best person you can find. You want to avoid the hiring and firing carousel that is often the result of poor hiring practices.
So how do you hire the best person for the job? There is no single answer to this question. Rather, solid hiring practices involve a number of factors that all work together.
1. Honestly Assess the Open Position
First and foremost, honestly assess what the open position entails. Is it a position that requires a certain kind of person? Is it open because no one really wants it?
The point here is to fully understand the position you are trying to fill before attempting to fill it. Then look at the position through the eyes of potential candidates. Think about what their concerns might be, what might scare them away, the challenges they will face upon hire, and so forth.
2. Rethink Your Job Descriptions
The standard method for writing job descriptions is to compile two sections. One section describes the duties pertaining to the vacant position while the other describes the required qualifications, skills, etc. This is known as the 'demands-abilities' approach to job descriptions. It is an approach that may do more harm than good in the modern era.
According to a study cited by the Wall Street Journal in 2015, a better way to write job descriptions is to follow the 'needs-supplies' approach. This approach explains the type of job available and what the employer can offer the potential employee. This sort of approach turns the job description into a job offer of sorts. You will get better responses from better candidates using this approach.
3. Look Beyond Skills and Training
A candidate's skills and training are certainly important to productivity. But they are no guarantee of a successful employer-employee relationship. To hire the best person for the job, look beyond skills and education traits that cannot necessarily be quantified on a resume.
For example, take available opportunities to observe a candidate's personality. Does it fit with your company culture? Rather than making the interview a series of questions and answers, make it a conversation. Make an effort to observe the candidate’s thoughtfulness, confidence level, and so forth.
4. Don't Waste Time
The best candidates don't often stay on the market for long. Now more than ever, with a tightening labor market dominating the landscape, you cannot afford to waste time in the recruiting or hiring process. The moment you know a position will be open, start working on filling it. The more quickly HR is scheduling interviews, the better your chances of landing the best person for the job.
5. Improve Your Own Online Reputation
Your company's online reputation is more than just a measure of what customers think about your organization. It also influences potential job candidates. So pay attention to things like online reviews and social media references. Make improving your company's online reputation a priority and you are likely to see that those candidates responding to your recruiting efforts are of higher quality.
It's not always easy finding the right person for an open job. If you employ the tips listed here, you should find the task less difficult. And with time and practice, your company might eventually become 'the' place to work in your industry.
Wall Street Journal – https://blogs.wsj.com/atwork/2015/02/11/the-simple-change-that-attracts-...