The Next Great Hire For Your Business And How To Find It
Team Management

The Next Great Hire For Your Business And How To Find It

Irene Kalesi
Irene Kalesi

The next great hires. The perfect job candidates for your business needs. But how easily can you find them in today’s demanding business market. To be honest, it’s really difficult to pick from the ample pool of job seekers. Many will fit the profile of the ultimate professional while others will seem like the ideal colleagues. The ideal combination is when a new hire ticks all the boxes professionally and personally. However, to find the right fit for your business needs, you need to go through a series of steps. First, you have to concretize what you are looking for. Then, you have to decide on how to communicate that properly. Last but not least, you should find the best possible way to detect and hire the right employees.

Choosing a new employee is not a random choice anymore or just a gut feeling. Your company should offer all the needed information about the positions they have and the vision they embody. At the same time, you expect the same transparency and enthusiasm on their part. The following moves will help you and all the small company owners or HR professionals, to prepare their companies to receive new hires.

Ask exactly what you need and state it clearly

This is the most important step if you want to create a good impression to the prospective candidates. First, you need to specify which position you want the candidate to fill. Secondly, the skills that go with that position should be particularized before presenting them out in the open. A job advertisement that presents a well-thought set of skills and responsibilities will attract a big wave of applicants as well as some expert ones too. It’s not a good idea to add other side duties and unmentioned skills during the interview. It’s unprofessional and shows a lack of respect for the applicants.

Check out if the candidates meet your expectations

After the job ad is out, the applications will start coming through. Then, the candidates’ resumes that stand out should move to the first round. When you meet a professional for the first time, it’s really important to communicate your company’s vision as well as understand the candidates’ business aspirations. Those two have to be aligned if a long-lasting collaboration is to be formed between your company and the potential perfect job candidate. It’s always positive when a professional shows strong interest in the position they’ve applied for. Asking about their prospective colleagues, the opportunities for development while popping some creative ideas in the process are signs of that interest.

Take a look at your candidates’ working experience

A resume is not a window to anyone’s soul. Still, it’s a good start that offers interesting pieces of information about someone. Through a CV, companies can deduct if someone is creative, versatile, seeks stability, keeps on evolving or is used to changing positions frequently. These are just some of the personal and professional traits that can be traced. Therefore, it’s truly significant to use this information during the interview in order to try to discover the perfect job candidate through their own work experiences.

Focus on potential, not only on past experience

It’s true that the business world used to think that professionals are as good as their hands-on past experience. The above statement formed a wave of under-experienced professionals that were not hired by companies for lack of experience. This vicious cycle is apparently not working since experience is not something you are born with. So, instead of focusing too much on the candidates’ past, check out if the people you are about to hire, have the needed set of skills, the potential to grow and an ample amount of enthusiasm. These three business virtues are great signs that you have the perfect job candidate in front of you.

Go deeper, beyond the typical interview

The interview is the first meeting point. It’s where you get the first impression of a professional’s career point and personality. However, the routine tedious kind of interview will never offer you a more comprehensive view of the candidates. Think about spicing it up with questions that may come as a surprise. The typical “What are your ambitions?” and “Where do you see yourself in 5 years” are expected so there is a variety of canned responses for them. An interesting idea would be to give them a fictional business scenario. Under that premise, you could see how they would act and react in it without any prior preparation. Remember that your colleagues and employees can help you out with coming up with stimulating unusual situations and questions.

Simulate a real work task

The next step after a successful first interview is the test task. This is where your candidates will try to impress you with their creativity and skills. The task should be equally technical and inventive. It should put emphasis on the skills essential to the position while at the same time offer creative freedom. That freedom can encourage the professionals to showcase that little extra that can separate the perfect job candidates from the rest of the applicants. A significant part of the task is also the feedback. For a candidate, learning more about their performance and what could have gone wrong is key to their evolution regardless if they’ll be hired or not in the end.

Let the candidates mingle with your team

In your company, you’re not the only one that will work with the great new hires. Therefore, the best candidates should spend time with the company’s team(s) in order to see how they fit. For example, a candidate for a designer position should have a talk with the head designer. This could happen either during the interview or after the test task has been submitted. They could also have a simple cup of coffee or even work on a project simulation in real-time. Either way, it’s highly important to see how the skills and personalities of the new hires match with the existing team.

Choose wisely

When companies enter the hiring season, they might be in for the long haul. They need to find the best candidate for the right position, and it can take a while until that person comes. To find the next great hire, you need to organize a candidate journey to achieve your goal. Be it a workplace simulation, a test task, an unusual interview or even a friendly conversation, you as an employer or general manager should follow your instinct about who can be the ideal person to take up the position your business needs. Candidates with impeccable skillsets, extensive past experience, and civil manners will definitely pass by your office. However, your hunch is the one that will guide you towards picking the one that fits like a glove in your company.