Expert Tips on How to Hire the Right Person
Quality employees are precious gems. With the right employees on the team, a business practically runs itself. For most employers, finding good employees begins as a focus on hiring the right person, rather than filling a position.
Building a team begins with strong recruitment practices as well as knowing what attributes are needed for the company and position. Employers should focus on what makes a good employee for their business and look for the desired traits when recruiting. Most businesses have similar needs. Tips to assess them are outlined in this post.
Authenticity
Quality employees tend to be authentic in their interactions with others. Authenticity extends beyond honesty; incorporating mannerisms, verbiage, and body language. It is somebody “being herself.” When hiring a new employee, screen for authenticity. It helps to prevent poisonous personalities, such as a yes man or negative Nancy, from joining the team. Try asking questions like:
- When was the last time you asked for feedback? What was it, and what did you learn from it?
- Can you tell me about the qualities you look for in co-workers?
Reliability
Owners and managers need employees who follow through on commitments and take ownership for their performance. Another major aspect to hiring good employees is gauging reliability. Try questions that probe into beliefs and behaviors like:
- Tell me about a time when you made a mistake at your job. How did you learn of your mistake? How did you handle it?
- What are two areas where you feel you need to improve? What steps are you taking to address these issues?
Ambition Levels
While ambition for the position they are applying for is a part of the formula for what makes a good employee, team members also need to be appropriately ambitious for the environment. For example, a single-unit boutique shop is probably not a long-term fit for a recent graduate with her sights set on executive leadership in five years. To assess ambition levels, ask questions like:
- Where do you see yourself in five years? How does this job fit into that plan?
- Tell me about any training, education, or mind-expanding experiences you are planning in the next five years.
Lifestyle
Though hiring decisions cannot be based on a candidate’s personal life, getting visibility into the candidate’s lifestyle is invaluable. Recruiters have to be careful to avoid direct questions that make the employee reveal family status, vehicle ownership, sexual orientation, age, religion, or other gray areas. Professional recruiters know lifestyle question are tricky, but can also be the difference between what makes a good employee and a poor one. Consider asking questions like:
- Can you describe your ideal vacation?
- Why do you think you are a good fit for this company?
- Do you have reliable transportation to work? Can you get here by _____am/pm?
The Role of the Owner or Manager
Some owners and managers forget they play a role in what makes a good employee. The ability of the business to provide structure and direction to an employee is crucial. For many businesses, this means providing training and development plans, opportunities for promotion, and meaningful ways to recognize a job well done. Focusing on how to hire the right person is pointless without an environment where new employees can grow and shine.
Setting the Tone
The interview is like the “first date,” and it is crucial the tone is set during this time. Every candidate may very well be the next hire. If the tone is set correctly, the employee-employer relationship will have better chances of producing excellent results for the business.
Finding good employees is a challenge for every business. Knowing how to hire the right person and what makes a good employee are crucial skills. Education and training can help those responsible for recruiting know what to look for, but there is no substitute for experience and knowing what attributes are needed.
Hiring good employees starts with knowing the desired qualities, understanding how to assess candidates in an interview, and providing structure to engage the employee after hiring.
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