If you have been through the hiring process before, you know that it can take quite a toll on a company’s productivity. From writing job descriptions to interviewing candidates, hiring a new employee (or more) takes time and mental energy that is usually spent on client work.
Still, the hiring process is an inevitability for a business that aims to grow its client base and increase its bottom line. While hiring can feel like a temporary obstacle in your company, remaining understaffed will have a far worse impact on the long-term success of your business.
Here are some hiring tips and tricks for when the time comes to hire a new team member.
Get comfortable with technology
It is a far more competitive market of job applicants these days, and, with the times, the application and interview process can be done almost entirely digitally. While using a headhunter to find potential employees can be great, your search may be even more effective if you use online job boards to discover resumes. You can post a job description on various platforms, including your social media, which helps to broaden the reach to new candidates.
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Know what you want
The responsibilities will be very different for a receptionist and a bookkeeper, so you need to nail down your required skills and experience before putting the word out. Consider what someone needs to know to be successful in the open position. When the resumes start coming in, you will want to review candidates’ previous job experience, related projects, and relevant skills to determine the best fit. Keep an eye out for spelling and grammar mistakes, too — attention to detail is always an essential quality.
Pre-screen your candidates
The interview stage is the most informative part of the hiring process, so do not take it lightly. We have a pre-screen phone call to ask questions; this is a great way to pre-qualify candidates to determine who is worth the time and energy of an interview. From there, the best candidates can meet with the appropriate department head for a proper in-person interview.
Go beyond the Q&A
In the interview itself, a simple face-to-face will not tell you enough — you need to put them through the wringer. Role-playing, design tests, and live scenarios are all great ways to get a feel for how an applicant would act in a real-world situation. For example, if you are hiring a driver, put them in the truck for two hours with one of your lead drivers to see if they will meet the needs of the position. For showroom employees, have them shadow an existing employee and get in the thick of things.
At the end of the day, you need to follow your heart and trust your instinct. After all, you know your company best and will have the best idea of who is most suitable. Do not be afraid to bring candidates in for multiple rounds of interviews if you are undecided; this is a big decision that you should be sure about making. Listen to your gut, and don’t rush the search; the right candidate will come along.