How to Hire the Right Employee
The Proven Hiring Guide to Achieve the Highest ROI. Please share with all small business owners in your circle
Running a small business independently is never easy! You need to hire the right employee to join your team to make flexible, passionate and skilled workforce. Such a team is ideal to help your business flourish.
There is a distinct difference between an employee who is rightly hired for a particular position, and one who is not. But how do you find and hire the right employee the first time?
Well, the answer is pretty simple. Including a planned and well-organized employee selection program in your comprehensive recruitment strategy is important.
As a small business owner, you must follow a proven recruiting process for the different job positions that need to be filled. Do not omit any steps of the steps, otherwise your recruitment results will be significantly different.
Here are a few simple yet effective tips to make sure that you'll hire the right employee for your company.
1. Create effective job descriptions
First make sure you clearly define the job description for every position in your company. It should carefully reflect the responsibilities of the employee; the skill set that is required to effectively perform his role. It should also outline any relevant experience that would make the applicant stand out from the crowd.
This may sound a bit basic to you, but it’s surprising how many small businesses often fail to create effective and updated job descriptions
2. Develop an ideal "success profile"
If you want to hire the right employee to join your team, it is imperative you know your existing top employees. Therefore, besides developing accurate job descriptions for open positions, you must create "success profile” for all positions in your company.
It’s important to profile everyone in the company in order to categorize qualities that are present in the right employees. This will dramatically improve your company's performance and help you hire the right employees. Such right employees are most likely to succeed in their given roles.
Remember, it’s not possible to determine if you have found the best talent if you are not matching applicants for a specific profile.
3. Post your ads in the mediums with comprehensive reach
Make sure to post your job ads in the mediums that have wider audience reach and are most likely to touch your potential applicants’ base.
Undoubtedly, the Internet is one of the best mediums to advertise your job openings, but you should never ignore the influence of local newspapers targeted industry publications.
4. Review the applicants’ resumes and select the top 10
Once your job ad is posted, applicants will literally bombard you with a plethora of resumes that might surpass your expectations in number.
Make a list of the qualifications, experience and skill sets you are looking for to help you weed out obviously unqualified candidates. This will help you narrow down on the qualified candidates for the next interview round.
5. Compile a list of phone-screening questions
After reviewing and narrowing your stack of potential applicants, it’s important to further limit the list through a phone screening round.
Compile a series of questions you should ask in the telephone interview round to help you quickly find the right talent for the position and limit the unqualified applicants.
6. Select candidates for assessment
Based on the phone screening round, you now have a list of a handful of potential applicants that you feel are the right fit for the next phase of the process.
7. Use a proven evaluation tool to access candidates for their attributes & skills
If an applicant looks good on resume and telephone interview, you might assume this applicant would be a right fit for the position. While this may sound sensible, it doesn't work that way every time.
Factors such as experience and qualifications are often prominently highlighted on a resume. Unfortunately, they don’t really describe the applicant’s ability to do the job well. Therefore you are not guaranteed to hire the right employee if you only rely on the resume.
Often, you need to digging deeper to evaluate the intellectual reasoning speed and core social attributes of the applicants. For example, whether they are uncompromising or agreeable, extroverted or introverted, close-minded or open to new ideas.
These evaluation tests will help you determine whether the candidate is the right fit for the next personal interview round. You can find free and paid reliable evaluation tools to make is easier for hiring managers. Here is a FREE tool you can use.
8. Schedule personal interviews
Once you have a handful applicants are selected, it’s time for the personal interview round. Maintain a consistent set of 10-15 interview questions to evaluate the applicants equally on a sound comparison basis.
9. Make the final selection
Your final selection should be made by matching the best applicant with the job description of the profile.
Background checks on the selected candidate typically include the criminal history, credit history and past employment verification. Running these checks is important to judge a candidate's character and their past, and to find any potential hiring risks.
11. Make the job offer
The steps will provide you with the necessary details to determine compensation and training requirements of the candidate. At times candidates receive multiple offers from different companies. Therefore make sure you have one or two back up candidates in case your first choice declines your offer.
Are you ready to hire the right employee? As a small business owner, it's part of your job to find and hire talent who will share your business vision and take your company to the next level. And therefore it is important to take time to follow these 11 important steps to hire the right employee.
Make this your standard hiring procedure for your company and get reap the benefits of productivity, longevity and therefore an increase in ROI (Return on Investment). Good luck!
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