Hiring a new employee is never the easiest thing to do. You want to make the right choice on the first attempt or you could wind up costing the company a good deal of money. One study suggested that the cost of replacing an employee is around $30,000 on average. To save yourself time and money you can follow a few simple guidelines.
#1. Focus on characteristics of a committed employee
Not just someone who you believe will be committed to your business, but someone who is already committed to their career. If it's someone who has a drive and passion to stick with their existing career, then you know they are likely to stick around, do a good job, and enjoy what they are doing. On the other hand, someone who flips careers at every chance just to increase their salary is a risk. If you have someone who is willing to consider hiring a resume writer and pay out of their own pocket, that's a good sign.
To gauge their level of career commitment all you need to do is examine their previous jobs. Have they remained in the same field for a long time or do they constantly switch from one line of work to another?
1. Appetite for new challenges
2. Problem-solving attitude
3. Willingness to lead
4. Job and career satisfaction
5. Greater performance
#2. Find Candidates With Great Analytical And Learning Skills
Having adequate learning and analytical skills is an important part of being a great employee. You can rely on a variety of different testing methodologies to gauge these skills in potential employees. That is in addition to the information that you glean from their resume.
While a resume is a great starting point it shouldn't be what you rely on entirely. They may be able to lie on a resume, but they can't lie if you test them on the spot. Finding the rest testing method could be what leads to finding the right employee.
1. Strong Communication skills
2. Excellent creative to spot trends
3. Crititcal thingking for evluating ideas
4. Data Analysis for examine data
5. Research for collecting information
#3. Find An Employee
Who Is Compatible
Sometimes the best employee isn't the one with the best credentials. It takes a certain level of compatibility with the company for employment to really work in the long run. That will require necessary social skills as well as acceptance of the companies morals, goals, and ideals. Hiring a worker who is incompatible or simply doesn't like your business rarely works.
Not only do they need to be compatible with the business itself, but also with the other workers. That is where the social skills come into play. Employees need to be able to work together to solve problems, which is hard to do with antisocial employees.
#4. Your Process Can Always Improve
The moment you think you've perfected the hiring process is when things start to go wrong. Always remember that your hiring process has some room to improve. Every employer's process is going to be somewhat different. There's no "absolute best script" that can be used by everyone to always guarantee the best hires.
So continue to improve your process while remembering to follow the guidelines you have already learned. Add to those guidelines as you learn more and you'll continue to have more success when it comes to hiring new employees.
#5. Hiring Interns can be a option
There are some who don't like the idea of hiring interns, but they can often grow to become very valuable assets for a business. You have a chance to begin working with someone early in their career and assisting with their growth. You'll learn a lot about them and they will learn a lot about your business. And when you are ready to fill a permanent position it's likely you'll know which intern is perfect for the job.
#6. Remember To Be
You want to hire social employees, but you also need to be a social employer. Not just in person either. Work with your HR team to analyze employees on their social media sites. You can use social media to learn a lot about potential employees. A lot that they may not show in person at an interview.
You can also consider using Alan Halls 7 C's
1. Competent: This is still the first factor to consider. Does the potential employee have the necessary skills, experiences and education to successfully complete the tasks you need performed?
2. Capable: Will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? For me, being capable means the employee has potential for growth and the ability and willingness to take on more responsibility.
3. Compatible: Can this person get along with colleagues, and more importantly, can he or she get along with existing and potential clients and partners? A critical component to also remember is the person's willingness and ability to be harmonious with you, his or her boss. If the new employee can't, there will be problems.
4. Commitment: Is the candidate serious about working for the long term? Or is he or she just passing through, always looking for something better? A history of past jobs and time spent at each provides clear insight on the matter.
5. Character: Does the person have values that align with yours? Are they honest; do they tell the truth and keep promises? Are they above reproach? Are they selfless and a team player?
6. Culture: Every business has a culture or a way that people behave and interact with each other. Culture is based on certain values, expectations, policies and procedures that influence the behavior of a leader and employees. Workers who don't reflect a company's culture tend to be disruptive and difficult.
7. Compensation: As the employer, be sure the person hired agrees to a market-based compensation package and is satisfied with what is offered. If not, an employee may feel unappreciated and thereby under perform. Be careful about granting stock in the company; if not handled well, it will create future challenges.