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Brittany LoveWhat are your secrets to hiring a good employee?
Hiring a good employee is crucial for the success of any organization. It requires careful consideration and a well-defined process. Here are some secrets to hiring a good employee:
1. Clearly define the job requirements: Before starting the hiring process, it is important to clearly define the job requirements and expectations. This includes identifying the necessary skills, qualifications, experience, and personal attributes required for the role. By having a clear understanding of what you are looking for, you can better assess candidates' suitability for the position.
2. Conduct a thorough screening process: To ensure you attract the right candidates, it is essential to have a thorough screening process. This can involve reviewing resumes and cover letters, conducting phone screenings, or using pre-employment assessments. These methods help filter out candidates who may not possess the necessary qualifications or skills for the role.
3. Conduct structured interviews: Interviews are an integral part of the hiring process, and conducting structured interviews can help ensure fairness and consistency. Prepare a list of standardized questions that assess the candidate's skills, experience, and behavior. Use behavioral-based questions that require candidates to provide specific examples from their past experiences. This approach helps gauge how candidates have handled situations relevant to the role, providing insight into their abilities and problem-solving skills.
4. Assess cultural fit: Hiring an employee who aligns with the organization's culture is crucial for long-term success. Cultural fit refers to how well a candidate's values, beliefs, and work style match those of the company. During the interview process, assess whether the candidate's values and behaviors align with the organization's mission and values. This can be done by asking questions about their preferred work environment, teamwork, and their understanding of the company's culture.
5. Check references and conduct background checks: Verifying a candidate's background and references is an essential step in the hiring process. Contact the candidate's listed references and ask questions about their performance, work ethic, and reliability. Additionally, conduct background checks to ensure the candidate has a clean record and no discrepancies that could affect their suitability for the role.
6. Utilize skill tests and work samples: Depending on the nature of the job, it can be beneficial to assess candidates' skills through tests or work samples. This approach provides a practical demonstration of their abilities and allows you to evaluate their competency in specific areas. For example, if you are hiring a graphic designer, you could ask candidates to complete a design task or review their portfolio to assess their creativity and technical skills.
7. Involve multiple stakeholders: Involving multiple stakeholders in the hiring process can provide different perspectives and help make more informed decisions. Include team members who will work closely with the new hire, as well as managers from different departments. This ensures a diverse range of opinions and reduces the risk of biased decision-making.
8. Trust your instincts: While it is important to rely on objective criteria during the hiring process, it is also crucial to trust your instincts. Sometimes, a candidate may possess all the necessary qualifications and skills but may not feel like the right fit. Gut feelings can be valuable, especially when considering factors like enthusiasm, passion, and attitude.
Remember, hiring is not an exact science, and these secrets are meant to guide you towards making better decisions. Additionally, it is essential to comply with local labor laws and regulations throughout the hiring process.
References:
- Society for Human Resource Management (SHRM): https://www.shrm.org/
- The Balance Careers: https://www.thebalancecareers.com/
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User Comments
Thomas Moore
a year ago
Hire a veteran. Specifically a hospital corpsman
Evelyn Williams
a year ago
Hire the PERSON, train for the job. Someone who is good at something but doesn't have the care or work ethic is worthless.
Isabella Walker
a year ago
This is the first time I’m hiring for my business but I’ve worked in the same field for a while and I obviously know what tasks I need covered in my business. The type of personnel I’m looking for aren’t that hard to come by. They are lower level medically licensed personnel such as EMTs, MAs or LPNs. There is sort of of standard of what these people should be capable of.
Robert Black
a year ago
I recently put a job on Indeed. Also $18-$20 per hour, also decent pay for my location. Paid for 44 resumes (about $700), contacted 9 potentials to come in for an interview. Of those 9, 5 responded that they would come in. Called the 4 that did not, encouraging them to come in. Heard back from 0 of the 4. Of the 5 that said they would come in and accepted an appointment, 2 people showed up. 1 of the 2 that showed up appeared to be a current or former meth addict. It is brutal out there, worst I’ve seen in over 30 years being in business. I wish I had advice for you other than to do everything you can do to reduce your need for people including raising your prices and cutting your hours.
Hunter Stone
a year ago
You didn't hire either of these candidates. Any interview process is you interviewing them, they are interviewing you. With an extensive interview process of multiple full days for a $20/your job. The candidates decided the interview process wasn't worth it. The problem is the interview process. Hire a good candidate. If they don't work out, fire them and move on. Your post is complaining that 2 candidates chose to drop out of the interview process.
Belle Hunt
a year ago
Hire Slow. Fire Fast. Most people make the mistake of hiring for skills. I'm not saying that you don't want skilled people, but what is most important is hiring the "Right People" and putting them in the "Right Seats". Hiring the "Right People" (RP) means that the person you are hiring fits into your companies culture and aligns with your corporate values. Putting the RP's in the Right Seats means that the people you hire are spending 80% of their time working on things that they are good at, enjoy and that gives them energy. (Conversely, they spend less than 20% of their time on things they may not be good at or they don't enjoy or that saps their energy). Now, Right People should be the priority as you may not be able to get them in the Right Seat right away...but you at least need to give them a path to get into that right seat. If I had the choice between hiring someone with a skill level of 10 and who fits our company culture and values at a level of 7 or... ...hiring someone with a skill level of 7 and who fits our company culture and values at a level of 10... I'd hire the latter every time.
Nevaeh Hamilton
a year ago
Be honest about your and the potential employees expectations in the interview. Make a list of your expectations and make sure you have a well thought out job description. Training and training documentation is paramount for onboarding employees. I have taken "bad" employees, and with minimal effort, turned them into productive employees. No one is going to be invested in your business as much as you. You passive aggressive management style is not going to get you what you want. My son is making $24/hr working for Fedex sorting shipments. They have a 100% eyes on management style. They actively manage the entire process, if someone gets backed up they move people around, if someone gets slow, they move them to fill in the gaps.
Genesis Bryant
a year ago
Fire bad ones quickly.
Everly Bell
a year ago
It sounds like you didn't actually hire them though. You were doing a working interview. A low paying admin job shouldn't require an extensive interview process or several days work. You can't expect an extensive time commitment without a job offer. You offer the job, they give notice and quit their current one, go work for you. You are asking them to take time off their current job because you might hire them. That's not respecting the time of qualified candidates.
Ashlynn Reed
a year ago
I am so curious what her excuses were for not answering the phone. Not that it matters, I’m just nosy lol. Missing one or two calls I can understand (bathroom break, on the other line and can’t get to the call in time, etc), but missing pretty much every call is so weird.