Hiring the Right Employee For The Job? How vetting decisions have changed & what employers need to be aware of in finding the right work candidate.
Our employees are our lifeblood, we have to find ways to empower them, to ensure they have the skills appropriate to push the business forward, but also, we need to make sure that they are the right fit.
In one respect, we have got to go for how they fit into the business and also how they fit in a professional sense, but also, make sure they have the skills. Finding the right person for the job is far more difficult these days than before, even though there are numerous methods to find the person. But what are the best ways to ensure that we find the right person for the job?
Look At Their Demographic
The demographics can give you a major insight into a person, as well as this, it can provide you with a more focused approach to hiring them. For example, if you’ve been considering using Facebook recruiting methods, if the person that falls within your demographic is someone in their early 20s, has their finger on the pulse, social media-wise, but it’s also someone who doesn’t necessarily take life too seriously, does all this fit in with your ethics?
Looking at their demographic can give you an insight into who they are, albeit on paper. But it can also make life easier in terms of the platforms they visit to look for the right job. You could very well be saving yourself a lot of time.
Look At How Their Aspirations Fit In With The Job Profile
Part of this has to do with how you create the job description. It can be easy enough to focus on a list of key duties, but you also need to see how the position will grow over the years. And then you have got to think if your candidate will actually fit into the growth plan of the role, as well as the business.
We have to get an idea of our candidate’s career goals, and while we can ask them questions about their five-year plan, we need to see if they can grow within the role that we are putting out there. Perhaps you may not have much of an idea beyond the year or 18 months, meaning that they could make the role their own. This is great for many employees because it gives them the opportunity to be more creative, so you will get a caliber of person that thinks outside the box.
Evaluate Them Appropriately
When we’re looking for the right person, we still have to go further to ensure that they are the right fit. Evaluating their references can be time-consuming work, and it may prove troublesome to figure out how their previous experience in a different company could fit into yours.
But on the other hand, if you completely skip this process, you could run the risk of hiring someone and having to let them go sooner than you think. Finding out who they are based on their references gives you a better understanding of the working process, as well as how they act as an employee.
Ultimately, you know what you’re looking for in terms of personality, but you always should check their past performance to see if it matches. There’s no point just getting a normal reference, you should dig deeper to see how they have accomplished things in the past. Conversely, you may not want to focus so much on the history. Some people are after a big change in life, and by going through the references, you may get a contradictory opinion. Be careful with both.
Give Them The Opportunity To Spend Time With Your Team
We need to make sure that it goes beyond the standard interview process. In a realistic sense, you have to find out if someone is a good fit but for the real answer to this question, they have to spend time with your workers.
You could make this part of the hiring process. It gives you the opportunity to see how the potential candidate interacts with other employees but it also allows your current workers to give you feedback. This means that you could see potential red flags, or if they are someone who is doing their best to be on their best behavior right now. In one respect, it’s worth trusting your gut, but they have to work with your employees. So it’s best to ask them for their opinion.
Finding the right person for the job is not a one-size-fits-all approach, but if you can get the process down, as well as ensure they are a good fit by asking your employees, you could very well hit gold.
