How to Secure the Right People for Your Business

In my role as an HR Consultant, I’ve encountered numerous applicants, and it becomes evident quite quickly that not everyone is a suitable fit for the job.

While some candidates exude potential, others may lack that essential quality. The significance of hiring the right people cannot be overstated, as the wrong choices can lead to issues such as theft, dishonesty, or rudeness within the company. Establishing a formal hiring process is crucial for the success of any business.

To steer clear of regrettable hiring decisions, consider the following six steps:

UNDERSTAND YOUR COMPANY’S CULTURE

Begin by defining the characteristics and values that align with your company culture. This forms the foundation for crafting a comprehensive job description and pinpointing the necessary skills and qualities for the role. By understanding the bigger picture of your company, you can evaluate potential candidates more effectively.

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CREATE DETAILED JOB DESCRIPTIONS

Develop clear and detailed job descriptions for each position, outlining the responsibilities, required skills, and experience levels. Communicate these job requirements transparently during interviews to set expectations for potential candidates.

IDENTIFY TOP DUTIES

Pinpoint the top four responsibilities of the role along with the associated metrics or Key Performance Indicators (KPIs). Providing clarity on these aspects allows employees to have autonomy, feel fairly compensated, enjoy their work environment, and foresee growth opportunities.

CONSTRUCT WELL-PLANNED INTERVIEWS

Develop an evaluation scorecard to assess candidates based on specific criteria. Conduct multiple interviews, involving various stakeholders like HR personnel and the reporting manager. Utilize behavior-based interview techniques, encouraging candidates to share how they handled challenges in previous roles. Asking about past challenges and enjoyable aspects of their profession provides valuable insights.

REVIEW REFERENCES

Take the time to verify references, as they remain one of the most reliable sources of information about candidates. Even if some businesses are hesitant to provide references, it’s worth the effort to seek out individuals who have worked with the candidate in the past.

ACTIVELY PROMOTE AVAILABLE POSITIONS

Actively promote available positions by researching where potential candidates look for similar jobs. Leverage free platforms such as LinkedIn and Facebook to increase visibility. Effectively promoting job openings ensures that you attract the right candidates for application.

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By incorporating these steps into your hiring process, you enhance the likelihood of bringing in top-performing individuals while minimizing the risk of costly mistakes.

Sources: 1 & 2

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Why You Shouldn’t Hire A Friend Or A Relative In The Workplace

The hiring process should center around making the decision for the company or the business establishment. When considering a friend or a family member for the job, ask yourself why you are doing it. If you have good reasons to support your decision then, go for it. On the flipside, please consider these reasons why you should not hire a friend or a relative in the workplace…

LOYALTY > WORK ETHICS

You and your friend have been thru tremendous ups and downs. Through it all, your friend has shown you his or her loyalty. While this is an admirable trait to have, loyalty and professionalism are two different things.

What if your friend decided to skip town without asking for permission? Or, miss the project deadlines because he or she can “easily” get away with it based on your strong bond?

Your next step is to discuss the matter to your friend. This is a tricky situation especially because you do not want to create resentment for the days to come.

PERSONAL ISSUES > CONSTRUCTIVE CRITICISMS

People react to criticisms differently. While others embrace it fully, some people may take it personally. This is something that you should consider when giving employee feedback.

Do not get me started with relaying feedback to a friend! A friend might take your criticism much harder because of the grey area that separates the professional and the personal life. Other than that, you may find yourself being more critical of your friend than you would have been with a regular employee. Honest is acceptable, but at what cost?

POSITIVITY > NEGATIVITY

It is human nature to overlook the flaws of the people we love. Perhaps, we just accept them for who they are without reservations. However, this perspective can be costly for business. It is important to not be controlled by “wishful thinking” during the hiring process of a new staff member.

If you are considering the possibility of bringing a friend or a relative on board, you must access all the issues at hand. An honest evaluation of their positive and negative attributes is needed to sustain a permanent business relationship.

NO LIMITS > BOUNDARIES

It comes as no surprise that striking a balance between your professional and personal relationship is challenging when you hire someone you are close to. You will find yourselves discussing about business matters while in social gatherings. Or, chatting about personal matters while in the workplace.

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Hiring friends and family members is a hit or miss situation! It can either affect your business positively or negatively in the long run. Are you willing to take the risk?

Sources: 1 & 2

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