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Lindsey Patterson

How to Hire the Right People

4 min read

The importance of hiring highly skilled professionals for all of your job openings is essential if you want your business to grow and thrive. Each individual who joins your team can have a positive impact on your organization in many exceptional ways over the years. However, the wrong individuals for the job may drain your time and resources, damage your company’s reputation and even cause legal issues. Many people struggle to find talented individuals who will be a great addition to the team, and some find that the hiring process is confusing and time-consuming. Regardless of how your previous hiring efforts have resulted in the past, there are steps to take that can improve your efforts going forward.

 

Writing an Effective Job Description

One of the most important steps that any hiring manager or business owner can take to ensure a smoother hiring process is to create a thoughtful job description. Remember that many potential applicants will browse the job description with two things in mind. First, they want to know if they have the skills and experiences that make them qualified for the job. Second, they want to know if the job is a good fit for them. This may relate to the actual responsibilities related to the job and the general work environment. A winning job description will address both of these factors in a positive way. For example, it will be laid out with a blurb about what your company offers and the second section with a description of the job and what you are looking for. Your goal is to get as many qualified candidates as possible interested in the position without deterring qualified candidates with limiting words and phrases. Nonetheless, you also want to write a job description that minimizes the number of unqualified applicants who apply.

 

Identifying Desirable Skills and Traits

As you sort through the many resumes that you obtain, pay attention to the skills, education level, and job experiences. However, try to go a step above and beyond. Read between the lines to determine which individuals may have the personality traits that you desire in a candidate. For example, if a resume clearly outlines the successes or the goals accomplished at previous jobs, you may reasonably assume that this individual is goal-oriented. On the other hand, if the resume talks about successes with managing different types of teams, you may assume that the individual has strong leadership traits. A problem solver may use an ESV audio bible to assist clients who have trouble reading learn more about a topic that interests them. Understand the skills and traits that you are looking for before you begin weeding out applicants.

 

Asking Thoughtful Interview Questions

Depending on the quality of the applicants and your available time, you may bring in somewhere between three and a dozen or more applicants for interviews. Initially, determine if the person has a confident demeanor and is comfortable in the environment. Interviews can be intimidating, but those who feel very uncomfortable may be uncomfortable with many other situations that the job puts them in over the years. Then, ask specific questions to get a better idea of skills, personality, morals, and experiences. You should reasonably expect a qualified candidate to meet most of your needs, but it may be impossible to find the right candidate who perfectly matches all of the criteria that you are looking for.

While it is important to have a clear understanding of the ideal candidate for open positions, you also should have an open mind about the candidates. You may have thought that some personality traits are not ideal for a position, but after speaking with a few candidates, you may change your mind and see that those traits are a veritable necessity. It may be helpful to schedule two or three interviews so that you make a confident hiring decision. Once you have found the ideal candidate, make a job offer as soon as possible. After all, you do not want to go through so much time and effort only to have your top candidate take another job offer.