Hire the Best People The First Time

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yes-we-are-hiringWhat do you have to do to hire the best people? It’s a simple question, but the answer is more complex than you might think.

Although there is a surplus of seasoned professionals looking for a job, you are not guaranteed a good candidate even if they are completely qualified to do it well, with plenty of academic credentials and work experience behind them. This is often because many good candidates are often naive about how to market themselves. So to get results, you have to approach the whole business of finding candidates in the right way.

It’s essential to understand something else, too, when hiring candidates: academic background and experience is not enough. Excellent examination scores, the right certification, state licenses, and years of work experience are not enough. Often, there are other factors that come into play when determining if a candidate is a good fit for the position you are offering. They may have the right qualifications but lack a solid work ethic or the character you need for the position.

Essentially, there are three strategies to find the right person.

One, work with a headhunter to help you narrow down your selection of candidates.

Two, use a temp-to-perm service to do the heavy lifting for you. 

Three, do it yourself, interviewing people who respond to your classified ads.

Let’s take a closer look at each one.

Work with a Headhunter

Headhuntersalso called recruiters, use a proprietary internal database to help you find the right person. They have spent years building and nurturing leads, and if you go to a recruiter in your industry, he or she may know about people who have the qualifications you are looking for. It’s important to note that not all recruiters are the same. Instead, they are industry-specific. Moreover, some recruiters are better at finding potential hires than others. Consequently, the best way to find out if a recruiter is right for you based on a recommendation or an ad you saw is to give them a call. Recruiters like to receive calls from companies looking to hire because this gives them a better chance to know more about the company than reading an email or scanning a company website.

Work with a Temp-to-Permanent Company

Unlike recruiters who usually have micro-businesses — a business with a staff of 5 people or less — a staffing company, also called a temp-to-permanent company is a large organization. Some, like Kelly Services, started by William R. Kelly in 1946, are very well established. Staffing companies put people to work in almost any type of industry and they understand workforce challenges from the perspective of employers and employees. By hiring someone on a temp basis, you can see how well they do on the job; and if you like them, you can offer them a permanent position.

Do it yourself

A final option is to do it yourself.

Here are some tips on how to do it:

1. Get good leads.

Offline, you can find find candidates by placing classified ads in newspapers or by putting up a booth at a job fair. Online, you can find candidates by placing ads on job sites.

The best way to find the most suitable candidate is to create a comprehensive profile of the person you are looking for. This will narrow your selection to candidates who fit your list of requirements.

2. Observe candidates presentations.

When candidates apply for the job, they will present you with several pieces of “marketing collateral.” This can include a good cover letter that shows the candidate understands the requirements of the job, a resume that outlines their credentials and work experience, and a list of references you can call. Some candidates with a high level of professionalism may even send you a thank you note after an interview.

Be wary if you read a generic cover letter or resume. It could mean that the candidate has not bothered to find out what the job is about and are just looking for a paycheck rather than for the job opportunity you are offering. You want to make sure you hire somebody who has paid attention to the position you advertised.

Besides reviewing the candidate’s marketing materials, you will also need to evaluate their self-presentation skills. Prepare for interviews by asking detailed questions and differentiate between candidates who are prepared for the interview and those who are just winging them. If you can, arrange for the most suitable candidates to be interviewed by different people so that you can share notes when making your final selection.

Stay Calm

It can be frustrating, nerve-wracking, and exhausting looking for the right candidate. You will often have people apply who are not even remotely qualified. The trick is not to take the hiring process personally.

In an article for Entrepreneur.com on important tips for hiring the right people, Lisa Falzone, the CEO and Co-founder of Revel Systems, offers this suggestion based on her successful experience at finding the right candidates for her Startup: “One way to ensure you make the right hires is to have a good understanding of your company’s culture — that is, of your company’s vision and working environment. As an executive, having that clear idea of your company’s culture should help you build a team that’s in-line with your vision.”

Published by Kidal Delonix (766 Posts)

Kidal Delonix is a contributor to Mr. Hoffman's blog. The views and opinions are entirely his/her own and may not reflect Mr Hoffman's views.

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