Your employees are your biggest asset. When they are awesome – they help your company grow, keep your customers happy, expand your positive reputation, reduce your bottom line, and most importantly – keep your stress level down!
When you accidentally hire the wrong person for your team though, you can suddenly find yourself in a whirlwind of problems, conflicts, daily disruptions, and even legal issues.
So how do you attract those ideal people… let’s take a look.
#1 Define who you’re looking for…
You need to know what responsibilities you need your new team member to fill. Make sure you have a clearly defined job description, hours needed, and other basics like that.
You also need to take that a step further. Think about what type of personality you’re looking for as well. Do you need someone that’s highly self-motivated and doesn’t require a lot of direct supervision? Or do you need someone that can follow instructions and fits well under a supervisor or manager?
Do you need someone that has flexible hours and can devote time to the company as it’s needed, or do you have regular hours without unexpected demands?
#2 Go into the interview prepared…
Now that you know more about the type of person you’re looking for, make sure you go into the interview prepared.
Make notes about what questions you want to ask. Make sure to include questions that will help you learn more about their personality and their professional qualifications.
It the job is going to require some level of technical expertise, consider including a competency test to make sure they have the skills they are saying they have.
#3 Conduct a secondary interview…
In most cases, it can be a good idea to conduct a two-tiered interview. The first interview acts as something of a pre-screening to determine which candidates deserve a closer look.
In the second interview, it can be a good idea to bring in someone they will be working with if they get hired. If they are working under someone, it can be good to introduce them to their supervisor. If they will be part of a team, then introduce them to their team members.
After the interviews, get feedback from those people and factor that into the hiring decision.