8 Strategies for Hiring Great Employees
by Mashum Mollah Management 19 January 2019
For people who are looking to for work, they might think they’re the only ones who are stressing out about the process. To them, hiring managers might just be casually scanning through resumés before deciding on who they want to hire. However, you know that’s far from the truth. Finding the right applicant can be as stressful as applying for a job. However, there are ways to work the process easier. Here are eight strategies for hiring great employees.
1. Get the word out that you’re hiring:
When you have an opening at your company, you don’t want to keep it to yourself. You should be posting in as many outlets as possible. It should be on your company’s site as well as on job boards like Indeed and Monster.
2. Be specific in the job posting:
If you post a job listing that’s vague, you’re going to get a lot of applicants who have no business taking the position. To avoid this, you want to make sure that you clearly lay out what the expectations are for applicants. It should be immediately clear what the requirements for the position are.
3. List necessary qualifications:
If your position is specialized, it needs to be listed with all the qualifications that candidates are expected to have. This should include a minimum number of years of experience in your field and what software they’re expected to know. While you might still get some unqualified candidates applying, it’s less than you would have without listing qualifications.
4. Hire people from different backgrounds:
A workplace where everyone looks the same and has a similar background is boring. Not only that, but it also greatly limits the potential for growth with your company. You want to hire people who are not only qualified but who also bring diversity to your staff.
5. Have good interview questions:
While it’s said that there are no bad questions, there are definitely some questions that are better than others. You want to ask open-ended questions that require candidates to really think about their answers. These questions should be ones that emphasize the qualities that your company is looking for. You may also want to use tools like pre-employment assessments like the Berke assessment.
6. Prioritize attitude as well as talent:
Just because a candidate has a shining resumé doesn’t mean that they’re necessarily going to be well-suited for the position. Attitude is also immensely important. A poor attitude can be assessed by an interview. If a candidate is gossipy or dismissive about their previous employer, then you can ascertain that they’re not going to be a good fit.
7. Have them prove their talents:
A candidate might have great credentials and ace the interview, but how do you know if they’re really up to the task of the job? You don’t know until you test them. For instance, if you’re looking to hire a writer, you wouldn’t want to do so without giving them an assignment to prove their skills.
8. Treat your employees well:
The word about a company’s culture spreads incredibly fast these days, thanks to the power of the internet. If you want to hire great employees, you need to show proper courtesy to your employees. When your company has a good reputation, talented candidates will be much more drawn to it.
When you have a sound strategy in place for hiring great employees, you can be ahead of the competition. It’s not difficult to find good employees, but finding great ones can be a bit trickier. When you implement these strategies, you can make your team so much stronger.