Hiring the right talent for your business can make your business more expandable and helps in growth, while the wrong employees can break it. Hiring employees is about managing business activities, stress, delegating tasks, and much more. As you have to be very concise and judging while hiring, so you can’t please everyone in your company.
However, you can use certain rules that’ll help you in hiring the right employee for your business. So, without further ado, let’s have a look at them.
1. Hire Someone Who is Commitment
Anyone who is committed to his or her career is the best candidate you should hire. You don’t want to hire someone who switches jobs or careers frequently, just for a raise in salary. If a candidate isn’t loyal to any of the companies he or she had worked for in the past, hiring that person could create a problem for your business.
Make sure you always check the candidate’s previous job status, duration, behavior, and if the candidate is switching jobs frequently, this isn’t the person you should hire.
2. Assess the Learning and Analytical Skills
Try to use different methodologies and strategies to assess the learning and analytical skills of the candidates. Testing candidates thought this process might be tricky, but don’t evaluate candidates randomly based on their resumes because most resumes contain lies.
A candidate whose confidence is great, but has bad working skills and less education about the work. What you want to hire is a candidate that has good working skills and well aware of the educational requirements.
3. Check for Compatibility
You want to only hire employees that will fit in with the culture of your company. While hiring, check whether the candidate has social skills or not? Is the candidate capable of getting along with others? Check with their current or previous managers or colleagues. Ask how good the candidate is at managing current clients, daily tasks, and to judge compatibility skills.
Remember, willingness is the thing that a candidate must possess, to work with you. And if a candidate cannot get along with the current clients or previous managers or bosses, it’s not a good step to hire that candidate.
4. Never Compromise on Hiring
If you have a clear vision of your company like what dynamics you want, what the culture will be like, want kind of talent you want in your team, or what the set quality is for each position. If you’re sure, don’t make compromises on these while hiring.
Let’s understand this with an example. If you’re an eCommerce development company that helps businesses sell more online, you’ll always be interested in hiring the best Magento web developer for your business so you can provide the ideal service and support to your customers.
Make sure you always hire some who’s eligible to work with the team and contribute to collaborative growth. Another thing that worked great is to use your first hires to hire further candidates. By doing this, you’ll let your team decide what kind of candidates they need to work with more efficiently and for business growth.
5. Check their Social Media Presence
Asking personal questions won’t hurt your business, and could be uncomfortable for both sides. Rather, you or your HR person must analyze the candidates’ social media presence. This can be turn out to be a good step, especially if you’re hiring for a tech business.
You may get surprised by knowing that more than 90 percent of companies and businesses prefer to recruit through social media platforms such as LinkedIn, Facebook, Instagram, and Twitter. To make it more interesting, take a look at the Fortune 500 companies, you’ll find that 45 percent of these companies list job postings on social media.
6. Make Sure to Keep Up with the Interns
Many people will disagree with this, but interns are mostly turn out as the best help and the right employees for businesses. During their internship, you get to know all of their strengths, weaknesses, behavior, knowledge, skills, confidence levels, attitudes, and even practical evidence of their work. What else than this can shows an employee’s capabilities?