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Staff recruitment is one of the key responsibilities of HR Managers. Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to your work environment, and time consuming. Hiring the right employee, on the other hand, pays you back in employee productivity, a successful employment relationship, and a positive impact on your total work environment.
Hiring the right employee enhances your work culture and pays you back a thousand times over in high employee morale, positive forward thinking planning, and accomplishing challenging goals.
Here are 10 tips which will help you to hire the right employee.
1. Understand what you really Need and Want
You must start from the detailed description of the vacant position. If you don’t have any appropriate description you must write job description and responsibilities yourself.
Good created job description can help you to make the right selection.
2. Search for the best ones
It is also possible to find an appropriate employee through friends, Internet, other organizations, recruitment agencies and advertisements. Personal references considered to be the best way to find new employees.
3. Get ready for the interview
After candidates resume shortlist you must compare them with the job description and select only the best ones. Look through your selected resumes once more. If it is necessary make some notes. Prepare questions related to the job in advance to check the candidates’ professional skills.
Especially be attentive to the candidate’s personal qualifications, experience, skills and future plans.
In general all the candidates aware of the interview main questions, such as:
Why did you leave your last job?
Why are you interested in this job?
How do you imagine your career in 5 years?
What are your strengths and weaknesses?
What did you like in your previous job? What didn’t you like there?
These questions are good enough, but you must prepare questions to which the candidate is not prepared to answer.
For example:
Tell me about your best superior. Why do you consider him the best?
Tell me your worst superior. Why do you consider him the worst?
How do you solve the problems?
What skills would you like to get in the future?
4. Create an appropriate atmosphere for the interview
Choose a comfortable place for the interview. During the interview the candidate can get nervous and feel ill at ease. Your task is to help him to feel comfortable and free. You should meet him, suggest tea or coffee and in general be very polite.
5. Understand clearly your task
Though you think you already know it but you must or overview what is the aim of the interview. Make short description of the job and plan interview in advance. Will someone else be at the interview? Will the second interview be held or not?
Inform the candidate about the interview duration and make sure it doesn’t affect on his own plans.
Also find out whether you can communicate with his last employer.
6. Keep interview process on track
Go into the interview with a complete and revised list of questions for the applicant. Be sure to review this list right before the interview to make sure you are prepared for the interview. This will make referring to questions a much quicker process. Consider adding notes of follow-up questions you want to ask if the interviewee answers a particular way. Only stray away from these questions if it truly advances the interview.
You must ask reasonable questions to get necessary information which will help you to make the right decision. That is why you must keep interview process on track; concentrate only on the basic questions. Give the candidate chance to speak more.
Get information about the candidate’s abilities (experience, education and skills), his attitude to work (enthusiasm, preferences and aims), social values (personal qualifications, character) as much as possible.
7. Listen and make notes
Your aim is to get some information about the candidate. That is why you must listen carefully to what he says. Make some important notes.
8. Answer the questions
Allow the candidate to ask you some questions about the company and the job. Reasonable questions can give you some idea about his thinking. Be ready to answer to difficult questions such as:
How do you motivate your employee?
What career opportunities are there in your company?
How stable is the company’s position on the relevant market?
9. Provide the necessary information at the end of the interview
It is better you provide the detailed job description at the end of the interview. That time you can also represent your company culture and staff interaction. If you talk about this earlier you will give the candidate a chance to choose appropriate answers to your questions. Speak about the salary, schedule and benefits provided by the company. Finish the interview by thanking the candidate for his attention to the company.
10. Evaluate the candidate
After the interview allocate some time to evaluate the candidate. For that you can refer to the notes you have made during the interview.
Here are the 3 most important questions which will help you to do the right selection:
Will the candidate be able to do this job?
Is the candidate willing to work?
Will he be flexible at work?
The good staff is the guarantee success of the company. It is like a treasure which you must search for it hard and keep properly.
