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Hiring the right person can be game-changing for both you and your business. But getting it wrong can be a nightmare. Here’s my 3 top tips to help you make consistently great hiring decisions.
Taking time to plan is one of the most important things you should be doing.
I know this sounds a bit obvious, but you would not believe how many times people have asked me to help them hire an Admin Assistant, when what they actually need is a Marketing Assistant or a Book Keeper.
Here’s how to save a lot of time and avoid frustration
To double check you are on the right track, I would suggest writing down all the things you want to delegate or areas where you’re lacking the skills to achieve the results you want.
You can do a bit of brain-storm and keep adding to this list over a week or two.
Then once you’ve captured everything, you can start to prioritise what you need by urgency and importance. It may be that you’d like someone to help with Marketing and Book keeping – which are two different skill sets and therefore two people to hire. You can then prioritise which to hire first.
And here’s an extra benefit!
Also, sometimes it’s much cheaper and cost effective to outsource tasks rather than hire someone or hire someone part-time or for a fixed period. This exercise is valuable as it can help you determine the most cost effective approach.
To hire great people, you need the best and brightest people to know about this opportunity and apply for your role.
This isn’t easy.
Recruitment is a two-way process, so you need to put effort in your job advert to make it appealing for candidates.
Why should anyone want to work for you? What do you offer that’s going to entice them? Is it a great working environment, flexibility, or autonomy?
The other important part is where you advertise. You don’t have to spend a lot of money to get your advert in front of the right people. But choosing the right channel to raise awareness is key.
Think about your contacts and networks. Does your business have a big social media following? If so, you might attract a lot of people through advertising on social media.
Or perhaps, you’re in a great networking club or Facebook community? This could be a great way for you to spread the word.
You could also look at how and where your competitors are advertising. Would this work for you?
A halo effect is when you see the best is someone, because of a specific trait or characteristic which can cause bias in your thinking and decision making.
A good example of this happening is when the candidate looks like or reminds you of someone you know, like or respect, and so you associate all the positive qualities they have, with this person.
This creates a favourable first impression and can skew your judgement to make you think they are good at lots of things, without any real evidence to support this.
This is very common in interviewing and can cause people to make the wrong hiring decision.
The opposite can also happen. You rule people out after 30 seconds of meeting them, because you make assumptions that they are not right for the job, based on no real reason or evidence.
You can avoid this, by doing a couple of things.
Firstly, being aware of it.
Secondly, identifying the questions you want to ask beforehand that ensure you can gage how effective they will be at doing your job. Then using a scoring method to assess each candidate based on the answers to the question and the evidence they provide. Even better is to ask someone else to interview with you and score too, so you get an honest second opinion.
Thirdly, testing the candidate’s skills so you can assess a person’s capability for yourself. For example, if you’re hiring a hair dresser, you can ask them to do a colouring to watch their technique as part of the interview process. If you’re looking for a data entry person, asking them to copy data and looking at speed and accuracy could be the test.
I hope these tips gave you some solid ideas for how to hire your next team member. I honestly think that if you do these things well, you will dramatically improve your chances of hiring the right person every time.
What do you think? I’d love to hear your thoughts in the comments.
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