Hiring the Right Person: 8 Proven Tips

Finding the right person for the job is probably the most challenging task for every new hiring manager. With many factors in play, it is easy for a beginner to misjudge a few crucial things and make a mistake, leading to spending a lot of time and money on labor dispute management services and going through the process of hiring new workers all over again. Additionally, thanks to the growth of the human resource management (HRM) market size, it can be hard to keep up with all new hiring approaches. 

In this article, we gathered a few proven tips that will ensure that every single one of your hires is perfect. Going beyond standard practices and being more creative can allow you to hire more creative members for your team. If you wish to learn the most effective strategies in hiring, read on.

Align Hiring with Strategy

Hiring is an important part of your company’s strategy. You need to match your organization’s strategy with your hiring strategy in order to make the right person a great fit for your team. This will allow you to hire the exact right person for the job, as you’ll be searching for someone who will suit your firm’s long-term growth and development strategy.  Hiring a nominee director allows you to continue running your business while also assuring legality. This saves you time while you're caught up in the legal system. Some small businesses do not need an in-house IT expert, while others require a specialist on site to handle day-to-day needs. BLACKBIRD Technology has extensive expertise in delivering it recruitment and may provide you with the tools to mobilise to your locations right away.

Don’t Look for Specific Skills or Experience

When you look for the right person, you shouldn’t look for specific skills or experiences. “What do I look for” is the most crucial question you should ask yourself when looking for a new hire. Instead of focusing on specific skills or experience, focus on the individual’s attitude and behaviors. All great employees have the same attitude and behavior even if they don’t have specific skills or experience. Remember: skills can be taught. Attitude and work ethic? Not so much.

Don’t Use LinkedIn Profiles as a Recruitment Tool

Many companies use LinkedIn as a recruitment tool; however, it can be easy to make a mistake if you rely on LinkedIn profiles to find job candidates. Sure, LinkedIn profiles are pretty accurate in general, but they can also be misleading. Many people edit their own LinkedIn profiles, which can make it hard to find a great employee, as they are free to make things up on the platform. But don’t worry; there is still a way to find a great employee through LinkedIn -- you should use the platform to double-check the credentials from their resume, therefore testing their integrity. This will make it easier to find a great employee.

Only Recruit Managers to Find Great Employees

While there are many ways to find a good employee, there is only one way that will guarantee that your new hire will truly be a great employee: recruit great managers. If you trust your managers, give them the best candidates and let them do their magic; managers will pick up on subtle cues that they wouldn’t notice otherwise. 

Use Referrals Whenever Possible

When looking for a new hire, use referrals whenever possible. A referral is an employee or former employee of your company who recommends someone else for a job opening. For example, if an employee recommends his neighbor for a job opening in your company, he will naturally speak highly of his neighbor so he can earn some fame among his coworkers.

Always Use Name Tags

Since you want people who are willing to be employed by your company instead of a recruitment agency, always use name tags during all interviews and meetings with potential candidates. Name tags will help people feel more comfortable and less nervous during their interviews than if they had no name tag or an anonymous title tag like “Customer Service Representative” or “Business Development Manager”. So make sure every candidate and their interviewers have a name tag at all times while they are at your office. This will encourage them to feel more comfortable and avoid any nervousness they might feel otherwise in such situations.

Interview Candidates Twice or Even Three Times

If you know someone personally is qualified for a particular job opening, hire him or her right away so you don’t miss out on that person. But if you can’t afford to lose the person and don’t know them personally, then interview him or her twice or even three times before offering him or her the job. This will allow you to see a person more clearly and determine whether he or she has the right attitude and behavior needed to succeed in your company. It is also a good idea to test the candidates before offering them the job by putting them through a series of tests like personality tests, psychological tests, and aptitude tests among others before offering them the job. This will allow you to see them even more clearly and determine whether they have the right attitude and behavior needed to succeed in your company.

Use Behavioral Interviews Instead of Traditional Interviews

While both behavioral interviews and traditional interviews are designed to see candidates clearly, behavioral interviews work better than traditional interviews when looking for the right person for the job. They encourage candidates to be honest about themselves during interviews. Instead of grilling them about their professional past and experiences, you will be focusing on specific examples of how they applied their knowledge and experience in difficult situations. It will give you a better understanding of the candidate. 

The Bottom Line 

Truth be told, there is no perfect way to find a good, experienced employee nowadays. With the hectic state of the world and global economy right now, people will do just about anything to land a position, including lying about their experience in their resumes and during interviews. This is why you need to step up your game and improve your interviewing and vetting processes so that you don’t end up with a worker who does not bring any value to your enterprise, but rather someone who is more than capable of doing their job and will exceed your expectations. Hopefully, this article has provided you with the right tips to do just that. Good luck!