How\r\ndo you make your company grow? You hire\r\nthe right people for the right positions. How do you hire the right people?\r\nNow, that’s a question that doesn’t have such a simple answer. Have you ever\r\nwondered why most hiring managers don’t have a laidback attitude when\r\nrecruiting new people in their teams? They are serious about the process, and\r\nthat’s because the future of the company practically depends on these\r\ndecisions.
"},"body":{"body":"\r\n\tHow do you make\r\nyour company grow? \r\n\tYou hire the right\r\npeople for the right positions\r\n\t. How do you hire the right people? Now,\r\nthat’s a question that doesn’t have such a simple answer. Have you ever\r\nwondered why most hiring managers don’t have a laidback attitude when\r\nrecruiting new people in their teams? They are serious about the process, and\r\nthat’s because the future of the company practically depends on these\r\ndecisions.
\r\n\tThere are few\r\ndifficulties you face:
\r\n\tThe list can go\r\non. The responsibility to ensure the success of the hiring process is huge.\r\nYour decision affects the organization as a whole.
\r\n\tYou have few\r\ntricks up your sleeve. You think asking the candidates about their vision of\r\nthe ideal job will help you see if they fit. However, you always get the same\r\nanswer: “My ideal job is flexible and allows me to spend enough time with my\r\nfamily. My wish is to work for an organization that values and respects me as a\r\nworker, and gives me opportunities to grow.”
\r\n\tThey all want and\r\nsay similar things. How do you recognize the best ones? The best people are\r\nusually \r\n\thired in the most unusual ways.
\r\n\tWe’ll give you 11\r\ntips on how to improve the hiring process.
\r\n\t1. Involve More People in\r\nthe Hiring Process\r\n\t
\r\n\tInvite some of\r\nyour colleagues to the interviews. Let them ask a question or two, and then ask\r\nthem what they think about the candidates. It’s important to see how the team\r\nperceives the personalities who are about to join.
\r\n\t2. Improve the Job\r\nDescriptions\r\n\t
\r\n\tExperienced recruiters\r\nexplain: “When hiring managers try to post the best possible job ads, they\r\noften end up with endless descriptions with countless details. That’s not\r\nproductive. Focus on what your company can do for the candidate, so you’ll\r\nattract the best ones your way.”
\r\n\tDon’t make the\r\ndescription too long. Mention only the most important qualifications the\r\ncandidates need, and focus the way your company will meet their needs.
\r\n\t3. Focus on the Goals
\r\n\tWhat exactly do\r\nyou want this person to do for your company? Their skills and competences\r\nmatter most. As for the education and experience; those are of secondary\r\nimportance. Envision this candidate in the office environment. How would they\r\ndo? What goals would they help the organization reach?
\r\n\t4. Don’t Ask “Magic”\r\nQuestions\r\n\t
\r\n\t“What would you\r\ndo if you could be God for a day?” Really? No serious candidate would be\r\nthrilled with such questions.
\r\n\tWhen you’re\r\ninterviewing someone, you should focus on finding out if they can do the job.\r\nThat’s it. Try to learn more about their skills, knowledge, interests,\r\nexperience, and character. If you go overboard with your “creativity” during\r\nthe interview, you won’t make a good impression.
\r\n\t5. Define Your Position
\r\n\tYou defined the\r\nneeded education, knowledge, skills, and experience in the job description,\r\nright? You’ll need to define your position during the interview, too. Explain\r\nwhat you expect from an employee on that position and ask the candidate if they\r\ncan meet those requirements.
\r\n\t6. Embrace Social Media
\r\n\tThe candidates\r\nhave requirements, too. They want to work for digitally\r\nenabled companies. If you want the best people to compete for your open\r\nposition, you have to show them you foster a culture that allows the technology\r\nto drive it forward.
\r\n\t7. Test the Best Candidates
\r\n\tA test period might\r\nbe an additional expense in the hiring process, since your company will have to\r\ncompensate the candidates for their work. However, that’s a productive expense.\r\nYou get to see how these people implement the skills and knowledge they say\r\nthey have. You’ll see how they fit in the office culture, too.
\r\n\t8. Do a Social Media\r\nBackground Check\r\n\t
\r\n\tLike most\r\nrecruiters, you probably perform a background\r\ncheck on the candidates you consider. However, you have to check their social\r\nmedia profiles, too. These platforms allow you to find out more about the\r\nperson and their former employees.
\r\n\t9. Ask Why They Left Their\r\nPrevious Job\r\n\t
\r\n\tIf you notice\r\nthey are blaming someone else, try to find out more. Maybe it was really an\r\nunhealthy working environment. If, however, you notice the candidate has an\r\nunhealthy ego, continue your search.
\r\n\t10. Throw In a Survey
\r\n\tAt the end of the\r\ninterview, ask the candidates to complete a brief\r\nsurvey for you. What did they like about the interview, job ad, and hiring\r\nprocess as a whole? What would they change? This feedback will really help you\r\nimprove your approach.\r\n\t
\r\n\t11. Encourage Them to\r\nInterview You, Too\r\n\t
\r\n\tThe questions\r\nthey ask help you evaluate their attention to details. You’ll notice the things\r\nthat are important to them and how interested they are in professional\r\ngrowth.
\r\n\tWhen the hiring\r\nprocess goes as smoothly as possible, you’re taking your organization towards\r\nprogress. That’s why it’s important to reconsider your practices from time to\r\ntime. The tips above should help you do that.
"},"authorName":"Chris Richardson","authorBio":{"authorBio":"Chris Richardson is a journalist and editor at EssayGeeks.co.uk writing service. He loves to write, learn new things, and meet new outgoing people. Chris is also fond of traveling, sports, and playing the guitar. Meet him on Twitter and Google+."},"publishedOn":"2017-07-27T18:30:37.587Z"}},"pageContext":{"id":"c000ebcd-366f-5059-86da-f4515048bc94"}}, "staticQueryHashes": []}