“I’m afraid that we don’t think you’re the right fit for the role and will be relinquishing you of your duties…”

Do these words sound familiar, at all?

All too often, staff are dismissed because senior management sits back, reflect, assess their performance, and conclude that their team aren’t living up to expectations.

While there are instances whereby staff may well fall short in terms of performance, recruiting manners should always the following when hiring staff: Do I have a clear, refined talent strategy in place? Is the vacancy being advertised being filled by a specialist, or is a ‘square peg/round hole’ scenario in place?

The Importance of Hiring Suitable Employees

High-quality, qualified employees form the basis of a successful business plan. If a team comprise non-specialists, then the likelihood is that this will prohibit growth and success.

Employees are the face of your company. Not only will they be entrusted with customer relations, but they’re also vital in the successful delivery of services. A poor recruitment policy will often yield mediocre staff performance and subsequent churn of employees.

In devoting time and attention to talent strategy, your business will attract higher-calibre workers who can be utilised to greater effect, thus improving business performance and decreasing the likelihood of company dismissals.

Whether you’re expanding your team or replacing an existing member of staff, never hire to merely fill the role – hire the right person for the job.

Although the recruitment process can be stressful, it’s worth remembering that a bad recruitment decision will be a drain on time and resources when the time arrives whereby, you’ll have to replace the member of staff.

In demonstrating patience and biding your time to hire the right person for your company, you’ll be rewarded with greater levels of productivity, happier clients, and stronger relations with your team. Moreover, the work environment will be much healthier.

Moreover, hiring employees equipped with necessary attributes will not only aid the company when attempting to fulfil challenging goals. Knowing that your team are competent and specialists in their field will inspire trust that they can complete their role with less input, leaving you to invest time and energy in other projects.

Key Considerations When Hiring an Employee

Clearly Define the Role

The recruitment process should always begin with a thorough job analysis. This is the process whereby key information related to duties, responsibilities, skills, outcomes, and work environment is considered. This information is then used to form the job description, an essential component of your recruitment strategy.

Implement a Recruitment Strategy

Every recruiting company must follow a coherent strategy when searching for new staff. It’s the responsibility of the hiring manager to arrange a meeting whereby recruitment strategy is outlined before being put into action. While it’s possible for people who are familiar with one another to liaise via email, meeting in person offers the opportunity to refine the process and filter out any discrepancies in your strategy.

Identify Essential Traits

When hiring an employee, there are essential skills that must be fulfilled for a candidate to be considered.

To assess the suitability of candidates with ease, collate a skills checklist. This systemic approach will allow you to decipher who is fitting for the position, and which applicants meet the desirable criteria.

Never Sacrifice Quality

Having identified the fundamental skill sets required to be considered for the position, be sure to apply the same conscientious approach when reviewing applications.

As cliché as it may seem: In preparing to prepare, you are preparing to fail. Therefore, be ruthless when shortlisting candidates and make sure that anyone being considered fulfils the skills, experience, and characteristics specified in the job description.

Sacrificing quality at this stage can be critical in the recruitment process; don’t spend time with people who can’t bring quality to your company – it’s a waste of time for both you as the recruiter and the prospective employee.

If the right candidate isn’t available, bide your time and wait for a suitable, qualified candidate to apply. Under no circumstances should you sacrifice the quality of your staff.

Save Time and Pre-Screen Candidates

When filling a position, every second is essential. Therefore, it’s worth pre-screening potential candidates via telephone or video call to decipher whether a face to face interview is worthwhile.

There are times when a candidate’s CV can tick the boxes, but their personality or expectations may not be suitable for the role. Therefore, this exercise prevents time from being wasted by interviewing somebody who isn’t suitable for your company.

Taking too much time over each stage of engagement with a candidate and cause good candidates to ‘drop out’ or find alternative roles – make sure you keep your process relevant and timely.

Carefully Consider Your Interview Questions

The application process is a two-way street; the responsibility should never sit exclusively with the applicants.

Asking questions relevant to the role and the values and behaviours of your business, will help you to differentiate mediocre applicants from candidates who have the proficiency to fill the role and have the desired effect.

Every person within a company is unique, in that they each bring their individual qualities that can contribute to long and short-term successes.

Ill-informed decisions during the hiring process can prompt stress, anxiety, and subsequent expulsion of staff members. Conversely, hiring the right people for your company can inspire positive results, save money and time, and ease unnecessary burdens within your company. Email lisa@triplethreesolutions.co.uk for further advice on how you can recruit effectively.