The start of the new financial year is always a busy time for companies looking to fill vacant positions and candidates eager to enter the workforce, change career path or simply dip their toe in the water to see what else is out there.
Once the decision has been made that a position has become available, either by an employee exiting the business or transferring to another role, or created out of growth or expansion, there are some key factors to consider when making a hiring decision.
1. Job Description
Making sure the job description and title is clear, direct, and specific is crucial. Why? Because this can be the difference between attracting the right (or wrong…) candidate.
Be sure that the job description includes a detailed outline of your organisation. This gives the applicant a glimpse of your culture and what a typical day looks like in terms of responsibilities. By doing this, it gives an employer the best chance to attract talent that has the skill set they are looking for.
It’s no secret that job applicants are no longer driven by salary. Instead, most people are now looking to leave their current position not because of money, but because of the culture, working environment and lack of work/life balance. Therefore, ensuring you home in on all your companies strong points including all the benefits, flexibility, and opportunity for growth you have on offer, is important.
A well-constructed interview can be a great tool for any hiring manager. As the interviewer, it is important to go beyond just asking the simple “tell me about yourself?” You only have a short amount of time to gather as much information as possible.
Instead, try asking behavioural questions that are specific to your company and the job role. When answering, you want the applicant to explain examples from their own experiences. Get them to describe a situation, what action they took and the outcome.
Try asking something along the lines of “Can you give me an example of when you have had to prioritise your workload to meet time critical deadlines without compromising your attention to detail?”
Asking preferential questions are also important because they uncover what a person actually wants. Try asking “What made you apply for this position?” or “What do you consider would be your ideal manager?”
The right questions can provide insight into the type of employee they are and showcase how they would respond to any similar situations within your organisation.
3. Sell the Company
Another important thing to remember is that good quality candidates may be applying for positions with multiple companies. Therefore, you need to sell the organisation and job role and much as they need to sell themselves to you.
If you feel like an applicant might be a good fit, offer to show them around the workspace and introduce them to the team they may be working with. This helps the applicant feel welcomed and could go a long way towards them choosing your company over any other offers.
Hiring the person who fits both the job description AND feels right for your business doesn’t need to be the challenge it probably feels like! Making a few small tweaks to your recruitment process can truly make a world of difference when it comes to finding the right employee for your company.
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