The Best Tips On How You Can Hire the Right Employee To Help Improve and Foster Company Growth and Current Employee Relations
There is an old saying:
“You are who you hang out with.”
Unfortunately, some company bosses have failed to get the message. They keep hiring the same old people who will fail to deliver on what the company promises. How can you deliver on a company promise when you do not know what that promise is?
That is the first thing you need to focus on. The next thing to focus on is finding the right people for the company who will offer something of value, including fostering relations with the current staff. How can you expect your current staff to get along with the person when they do not like them?
1) You want someone who has a career goal and objective. Hiring someone who says, “I just work here”, is not going to accomplish the task. You want someone who sees something long-term with the company and the job. You need someone who wants to move up in the field. Yes, it is important to have a job that pays the bills, but you also need to think of the bigger picture. Hiring someone simply to fill the spot is not going to cut it.
Hint: Someone who tells you, during the interview process, they do not agree with your company policies is not a good sign.
2) You want someone who has both the practical and technical experiences for the work. You want someone who gets along with others but can also get the job done. In other words, you do not want a “chatty Cathy” sitting around all day because they feel their skills are being wasted. You are wasting both time and money keeping them on the payroll. Not to mention, the money you need to re-train someone when that person jumps ship.
3) Testing is a great way to see whether or not the person is qualified. Present a list of situations and things that might happen, most of which already do, and see how they respond. The right person is going to have the right answers.
More On testing
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Internal and external testing is great to ensure you are hiring the right person. The right person not only feeds off the company motto and mission statement, but the right employee will facilitate themselves into the current company dynamic on display, including increased employee relations.
4) What does the position require? That will help you narrow down your choices. You cannot just hire someone who looks “good on paper.” Often, that person turns out to be the last person you want.
Hiring the right employee is like a marriage. You want someone who will be there through thick and thin and long-term. Sometimes the marriage that looks good on paper is anything but behind closed doors.
5) Take a look at the work climate you already have. The next candidate should fit in with the current cultural climate. The last thing you want is to hire someone who feels “out of place.” The person who feels out of place is not going to want to stick around on the job.
6) What mistakes did you make during the last interview? Did you learn from those mistakes? Are you still repeating them? You have to learn from the past to move onto the present and future. Think about what you did wrong and correct it. That way you begin to hire the right people, and not just someone who is “convenient” at the moment. Convenience and the quick fix do not solve a problem in the long run.
7) Hire an intern for a bit. Watch how things play out. Sometimes the intern is the best candidate for the company, especially when they are in college. They learn the ropes as they go. An intern could save you the song and dance.