When hiring an employee, you need to ensure that they are a match for your company on so many different levels. First, you need to ensure that they’re qualified for the position you’re hiring for. Second, you need to be 100 percent positive that they’re a culture fit. Finally, you need to know a thing or two about their past in order to get some idea of their future behavior. Here are five considerations that will help you get these three concerns off your mind.
The thing you need to take as a starting point is the description of the job you’re hiring for. This will A) ensure that all the applicants know exactly what they’re applying for and B) ensure that you know exactly what you need. Sometimes, the confusion comes later when an employer starts adding responsibilities to an employee, without offering the paycheck to make up for this. Sure, it doesn’t have to come to this, yet, it’s always for the best if you can set clear boundaries from day one and offer at least some sort of reassurance to your team.
One of the major oversights that most employers make is allowing interviewees to take an initiative and play to their strengths. Imagine a scenario where you have four requirements that you want a person to fulfill prior to hiring them. However, they excel only in one of these fields but are so skilled as orators that they manage to spin the entire interview by talking about this one strength throughout the entire interview. Making a checklist gives you a visual aid in fighting this scenario. Regardless how impressed you are, try returning to the list at the end of each interview and check how the person in question fares objectively.
Depending on the position, it might be wise to perform some basic police checks before bringing in someone. Nowadays, this can be done through a platform that’s connected to the national criminal history records. This is useful for volunteers as well, seeing as how some posts can’t be entrusted to someone with a criminal past. Keep in mind, however, that people change, which is why you can get the opportunity to allow a potential employee to come clean about their criminal past. Still, it goes without saying that it’s always better for you to know the full truth.
The problem with most interviews are the so-called generic questions which can, more or less, be rehearsed in front of the mirror. Sure, this also reveals one’s ability and willingness to invest effort, however, your primary objective is still finding out the truth about the character of your future employee. Instead, place them in a hypothetical moral or ethical dilemma and watch how they perform under pressure. In this situation, you’re bound to see their spontaneous reaction, even if you aren’t that impressed by their answer.
Finally, one of the best ways to learn a thing or two about a person is to watch them when they don’t know you’re watching them. The simplest way to pull this off in 2018 is to take a look at their social networks. Provided their Instagram and Facebook accounts aren’t private, you can easily get a glimpse of what they are in their private life. Needless to say, just because someone likes to party hard, doesn’t make them into a bad employee, yet, some of their thoughts, political attitudes or stances they’ve taken might prove to be quite troublesome in the future. This is something worth looking out for.
An employee is more than just a member of your staff or a production unit in your employ. They’re the member of the family, a part of your brand and a tiny cog which, when broken, might stop the entire machinery. This is why there’s no task that bears more responsibility than choosing who you’re hiring next.