Have you ever made the mistake of hiring the wrong person for a position? Of course you have. It’s one of the most common errors made in business, and its effects are time-consuming, productivity-deadening and just plain awkward. How can you avoid making this monumental mistake again? Follow this guide created by employment experts to help you get the edge on successful teams of driven employees. Hiring the right person for the job can catapult your company into a whole new level of prosperity.
In order to hire the right person, you have to look beyond the resume. You need to look beyond the cover letter and the job application, too. In fact, look above all the paperwork to the person sitting in front of you interviewing for a job. See that individual as a human being, as a person with real potential. What do you see? Does that person have the skills and experience necessary to do the job (they should, if you agreed to an interview)? More important than that, does this person fit in with your unique company culture? Do they seem willing to take risks, handle challenges and assert direction? If so, they may just be the right person for the job.
Strategies to Help You Hire the Right Person
Many business owners and recruiters struggle with the same problem: They have a limited understanding of the strengths and weaknesses of people within their own organization. You might want to conduct a SWOT (strengths, weaknesses, opportunities, threats) analysis on some of the key players on your team. Then perform that same analysis on potential employees before you offer them the job. Here are some additional strategies that employment experts have offered to help you hire the right person.
- Practical experience is necessary.
Experience is great for any job, but practical, on-the-job experience greatly diminishes your chances of having a failed employee. They know the job, they have performed it before, and hey, they may even be able to offer you some pointers on how to improve it.
- Look beyond skills.
Even more important than skills is personality. While anyone can acquire the right skill set to perform a job, not everyone will have the personality that meshes well with your team and culture. Social skills are essential to a thriving company.
- Ask the right questions.
While it’s considered inappropriate to ask a potential employee if they are a jerk, you can ask specific questions to help you come to your own conclusion. Use follow-up questions whenever they offer information that sounds fishy, especially if they seem to be blaming others for their mishaps or inadequacies.
- Don’t judge on appearance alone.
Think outside the box when looking at applicants. They may dress or act in a way you are unfamiliar with, but they may bring something to the team that nobody else can.
- Consider how they will fit in with the team.
As an employer, you have a legal obligation to provide your employees with a safe, healthy work environment. If you hire an office bully, your employees may begin to resent you and could even file legal action. Have each candidate meet with several members of the team, individually is best, so everyone has an opportunity to interact with the newest potential member of the team.
Even with an incredible guide to help you through the process, you may end up still hiring the wrong person. Unfortunately, some candidates lie pretty well and sneak their way into workplaces where they don’t belong. If you do make a bad hire, try to cut off the employment as quickly as possible (or find an alternative position for them) to minimize your overall losses. Trying to fix the problem will cost you more time and money in the long run.
The content on our website is only meant to provide general information and is not legal advice. We make our best efforts to make sure the information is accurate, but we cannot guarantee it. Do not rely on the content as legal advice. For assistance with legal problems or for a legal inquiry please contact you attorney.