Of the many responsibilities that come with being a business leader, one of the most important is developing a thorough and proven hiring process. Choosing the right employees should entail much more than just reading a resumes and interviewing candidates. An inefficient hiring process could have extremely detrimental effects in the long-run, as poor hires can run business into the ground.
Follow Up
Before finalizing the hire of a new employee, even if you are set on having them join your business, follow up with them after the initial interview. A great candidate will have already done so his or herself. Look for employees who are eager to land the position. Provide them with the necessary information to best understand your hiring process, and be as communicative as possible.
Construct Detailed Job Descriptions
Vague or poorly worded job descriptions can deter potentially thousands of applicants. Instead of just listing the job title and a bulleted list of responsibilities (though these should be included in some way), focus on what you can offer the prospective employee. Individuals searching for jobs are much more likely to look into ones that could benefit them, rather than those that list demands.
Place Value on Personality
An extremely skilled candidate with years of experience in the field you are hiring for could still be the wrong person for the job. Company culture is much more important today than it was in recent decades, and a team of employees with negative personality traits could adversely affect that. Soft skills like communication, emotional intelligence, and thought processes are just as important as being able to do the job itself.
Get Creative with Interviews
Having potential employees sit down and be questioned about their past experiences is a mundane practice that rarely engages the interviewee. Of course, making sure the applicant is well suited for the job is important, but (as mentioned before) reading their soft skills and personality traits is vital as well.
Ask more thought provoking questions instead of just “What are your strengths and weaknesses?” Ask them how they start their mornings or where they find inspiration in life. Questions that show one’s personality are not only great for displaying their soft skills, but for engaging interviewees and inspiring them to talk more about themselves.
Another creative interviewing tactic is to have candidates interview you. Let them ask about your business, how goals are achieved, and the company culture itself, for example. Being honest in your answers is crucial. Show candidates a realistic preview of your work environment, and let them decide if it’s right for them or not. Flexibility in this sense can translate to a deeper appreciation for your company.
