Tips for hiring new staff members

At some point in your career, it’s likely you’ll need to expand your team. When that happens you’ll want to hire the best people. After you’ve advertised the job on various websites, it’s very likely that a flood of CVs is going to hit your inbox.

It can be quite daunting to open your email the day after the advert is posted to find your inbox filled with applications. It can be daunting and terrifying to filter the qualified from the completely unsuitable. You’ll need to have a clear picture in your mind about the candidate you want to hire. This way you won’t become overwhelmed by the massive number of applications you’ll likely receive. It’s unlikely you know all the details of what you must and must not do when you’re hiring someone new. These tips should help you find a new, qualified staff member.

Know what the essentials are
These are the basics which you’ll mention in the job advert. The ideal qualification, the working experience and essential skills. It’s possible that might be easily swayed by a friendly attitude or an attractive layout. But it’s important you don’t let these convince you. Rather, scan the CVs for these basic requirement and if they don’t have these essentials, there’s no point wasting your time or theirs by inviting them for an interview.

Checking for spelling and grammar
When you’re hiring a writer of any sort, these are essential. But they are also important for workers in other fields. Correct spelling and grammar indicate attention to detail, commitment to tasks and, importantly in all professions, computer literacy. Contrary to popular belief, poor spelling doesn’t necessarily indicate a lack of intelligence. Research has shown that those who think quickly often appear to spell badly as their minds are working so much faster than their fingers when they’re typing.

Have a look at social media
This is an essential step in the hiring process. By looking at a candidate’s personal social media, you’ll see their attitudes and behaviours in a more relaxed setting. They aren’t necessarily trying to impress or on their best behaviour. They’re just communicating their thoughts and feelings in a normal way to their friends and family. Social media can provide some insight into a person’s hobbies, interests and goals in a way that a CV and job interview can’t.

Ask open ended questions
Once candidates have moved past the CV stage by passing the above three steps, they’ll be invited for a face-to-face meeting. This is important because it’ll give you an opportunity to really get to know the person. Now is your opportunity to ask the type of questions which can gain insight into facets of their personality and work ethic. These are the questions which they aren’t expecting, can’t practise their answers to and will answer honestly.

Understand that not everyone is going to be a perfect fit
You need to realise that not everyone is going to be the perfect hire. It’s important that you realise that before you set your heart on a candidate and you find they’re not available. Some might come on board for a few months, do the bare minimum and leave. Some might come for a few weeks and decide they don’t want to stay. No one is at fault here. Sometimes the fit is just not right.

Says financial expert and successful business man Warren Buffet: "Somebody once said that in looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if you don't have the first, the other two will kill you. You think about it; it's true. If you hire somebody without [integrity], you really want them to be dumb and lazy."

You need to learn how to trust your instincts. A candidate might have all the right skills and qualifications, with a perfectly written cover letter and CV and interview well. But if you’re still feeling unsure, trust your instincts and don't hire them. Hiring the wrong person could lead to you having to let them go in the near future. You’re going to have to obtain legal advice on the best way to let a staff member go. Don’t worry too much about that process right now and rather concentrate on finding the right candidate who fits all of this criteria.

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