Everyone gets nervous before a job interview. That’s why there are thousands of resources online designed to guide you through the process, from creating an awesome resume to mastering the perfect handshake. However, there is less information on what you as an employer need to look out for when hiring new staff.
With that in mind, here are 5 things you need to remember when hiring new staff.
1: What can they bring to the team?
Each new staff member should be able to bring something new to your team to help you grow and develop, whether they are brought on board to change your marketing strategy or increase sales on the shop floor. So, whenever you are interviewing a person, pay attention to their special skills. You may want to ask yourself the following questions:
- What will they bring to the team?
- How can others learn from them?
- What skills will you help to nurture to allow them to grow?
- What makes this candidate unique?
- What can they do that nobody on the current team can?
- What can I teach them?
2: Where should I look for new staff?
Traditionally, to source staff, companies will list a job advertisement and encourage those interested to apply. However, you can also take a more proactive approach and use the various resources available online to source new staff members yourself.
For example, you can use LinkedIn to connect with people who are involved in your industry and find out more about them via their profiles, where they will list previous experiences and special skills. From there, you can send them a message directly to discuss a potential position at your company.
If you are working within a field that is heavily saturated with talented individuals, such as the medical field, you can use sites such as practice match. Practice match can help you attract qualified physicians and offer a wide range of tools to help you source, recruit, and retain quality physicians for your healthcare organization.
3: What am I bringing to the table?
Remember, when a prospective employee meets you for the first time, they are also deciding whether or not they would like to work with you. Therefore, you need to ensure you put your best foot forward and present yourself (and by extension, the company) in a positive light. Remember, you need them as much as they need you – and it is important to demonstrate the different ways in which you demonstrate this to your employees.
Therefore, in the interview, be sure to discuss the following:
- The company culture
- What an ‘average’ day in the office looks like
- Any training you provide
- Any opportunities for professional and personal development
- Any additional support you provide to employees
You should also set aside some time during the interview to allow the potential employee to ask you any questions.
4: Sometimes, the most qualified person isn’t the best fit for the job.
Sometimes, you’ll meet with a potential candidate whose resume and cover letter simply blew you away, but you’re disappointed by their performance in the interview. Whilst it’s important to remember that nerves can get in the way, it is also important to acknowledge that a lengthy resume does not always mean they are the right candidate for the job. There are plenty of other things you need to take into consideration when hiring a new staff member. This includes:
- Their ability to communicate
- Their confidence/professionalism
- How they respond to a problem
- How they work as part of a team. Do they take the lead, or do they allow others to do the work for them?
- Their enthusiasm for the work/company/job. Do they ask questions? Do they seem interested in the work you do?
- Their flexibility.
- Their determination.
The above qualities can turn a good candidate into a great one. Sometimes, it is worth giving someone a chance if they impress you in the interview, even though they might not have a lot of previous experience.
5: Plan ahead for your interviews
Whenever you interview a candidate, you expect them to arrive prepared. However, it is also important that you plan for your interview too. Think about what you need from the candidate, and plan your questions around this. What skills do you want them to demonstrate? What information do you need about them and the kind of worker they are? If you don’t plan for the interview, you may not be able to find out everything you need to know to hire them.
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