3 Tips for Hiring the Right Candidate

Your people are ultimately your greatest asset. When you have a motivated, high-performing team you will find that productivity and morale are increased. But if you make a bad hiring decision or have somebody who has become so disengaged with your organisation that they are having a ripple effect on your other staff members, you will feel it. Below you’ll find three tips to help you make sure your next hiring situation is a success.

1. Make Sure You Know What You Need Before You Advertise

This may seem obvious, but so many businesses will blindly post for a new “Front Office Manager” because that’s the role that has been vacated. Use resignations as an opportunity to first assess what your business really needs moving forward. Does the team as a whole need to be looked at first? Is it really this particularly role and function that your business needs now and into the future or is it something else?

2. Don’t Rely Solely On Resumes And Reference Checks

Have you ever placed someone in a role who had all the experience you were hoping for and came highly recommended by their referees yet just didn’t work in your organisation? Sometimes you need to go beyond the interview and reference checks. Many organisations like Chandler Macleod recommend incorporating psychometric testing into the application process to make sure that you truly understand the candidate you are considering and can make an informed decision about who the best person is to work at your organisation. It’s important to remember that job skills can be learnt, but values and work style are a little more unique to the individual and can have huge ramifications as to how they will fit with your existing team.

3. Know That Sometimes Things Don’t Work Out

This is why probationary periods exist. It’s ok to admit that you didn’t make a good hiring choice. Make sure that you have a proper induction and performance or development plan in place for your new recruit with defined objectives and milestones. Meet with them regularly and work with them on any gaps that exist. If you put the time into developing them, things will often work out in your favour. And if they don’t, you have the data you need to be able to appropriately advertise and recruit for the role next time.

Placing the right person in the right role will help your business reach goals and will contribute towards having a happy, productive team. One of the biggest tips not mentioned in above would be not to rush the process – engage a temporary worker if you need to ensure that work doesn’t bank up while you dedicate the appropriate time to analysing what your business needs from a new staff member and the attributes and experience you would like them to have.

Have you ever had to deal with the fallout of making a bad hiring decision? What advice would you give to managers and recruiters to make sure they’re putting the right person in the right role?