Here are a few important tips that give you more valuable insight into your decision-making process
How to ensure you’re hiring the best employees. Source:? unsplash.com
It’s the golden question of any business looking to fill an open position: how can you know if you’re hiring the best employees for your business? With so much to consider from the preliminary screening to pages of work experience, every candidate brings something new to the table—it’s ultimately up to you to decide what exactly it is that will prove a candidate is right for the job.
Ask any veteran talent recruiters and they’ll tell you that there’s so much more consider beyond a resume. While someone may look like a dazzling fit on paper, that doesn’t always mean they’ll be a solid hire in practice. And hiring the wrong person often leads to heaps of wasted time and money, and more headache than you signed up for.
So how do you truly know if you’re hiring the right employee? Here are a few important tips that give you more valuable insight into your decision-making process.
One of the most important parts of studying a resume is taking note of what elements are missing. Source: shutterstock.com
Step 1: Study their resume and find what’s missing
Since posting your listing, odds are pretty good that you’ve received a massive influx of resumes and cover letters. Prospective candidates want you to have a clear understanding of their relevant work experience, so you’ll likely need to sift through plenty of resumes to get to the bottom of your digital pile.
While you want to hire someone who’s qualified for the job and has plenty to bring to the company, you also want someone who is well-rounded. Your perfect prospective candidate should also have references to vouch for their work ethic and listed expertise.
One of the most important parts of studying a resume is taking note of what elements are missing. Oftentimes omissions can be even more telling than the content already displayed on the resume. This could be anything from huge gaps in work history, missing reasons for departure, or a lack of statistics to back up impressive claims. Ultimately, you don’t want a candidate who is unreliable or hiding something that you’d likely want to know before handing them an offer.
Step 2: Run a background check
Running a pre-employment screening via a trustworthy employment screening service is the best way to get a fuller picture of the candidate you’re considering for the job. Before even thinking about making an offer, be sure to run their credentials through a check to get the lowdown on their record.
A background check allows better insight into the following details of any person’s life:
- Criminal history
- Credit score check
- Employment history
- Professional qualifications
At the end of the day, you want to be confident knowing that the person you hire is not only who they say they are, but a trustworthy addition to your growing team.
Have your candidate perform a sample task that’s similar to the tasks they’d perform if they actually had the job. Source: unsplash.com
Step 3: Fine-tune your interview process
Every small business owner knows that hiring outstanding employees take plenty of hard work and attention to detail. From creating comprehensive job descriptions to phone screenings, there’s plenty to do and consider before diving into the interview process.
Though interviews are fundamentally different from auditions, they serve as excellent gauges for judging someone’s character, confidence, and eagerness to work. In essence, you should think about your interview process as putting a face to a name. By fine-tuning your interview process down to a few key questions, you can get an all-encompassing look at your candidate’s potential.
In need of some clever ideas to get your interview process brainstorming off its feet? Consider these tried and true tips:
- Have your candidate perform a sample task that’s similar to the tasks they’d perform if they actually had the job
- Ask your candidate about the skills they bring to the table and how those skills will bring value to your company
- Ask your candidate about their relevant experience
- Ask your candidate about their compensation expectations
- Ask your candidate about their five-year plan and where they see themselves growing
There are a variety of factors that go into the hiring process, but if you’re diligent and take the time to perfect the process, you can dive in worry-free. Using these tips as your guide, you’ll be perfectly prepared to tackle that growing pile of resumes and onboard some new talent that is bound to impress and perform with flying colors!
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