How to Hire Great Employees
One of the most nerve-wracking parts of owning a business can be hiring new staff members. How do you know who you can trust, who is truly qualified, and who will put the benefit of your business first? Sifting through resumes is a good way to get to know your candidates, but there are a few other steps you can take to accurately evaluate your personnel pool.
Background Checks
Running a quick background check is an easy way to determine if someone is who they say are and if there are any red flags in their history. You can try Omaha World Herald obits for checking family history. Check how you should prepare for your pre-employment physical fitness confirmation. There are a number of credit check services for employers on the market, as well as routine background checking software and companies. Never hire based on your gut again when you can know all the details upfront.
Recruiting Strategy
A tailored recruiting strategy is an easy way to target the type of applicants you’re looking for. For example, if you’re trying to fill a senior position and need someone with at least five years’ experience, you probably won’t want to look for candidates in a college graduating class. Many businesses opt to use online job boards, which can be helpful if you want to pull in a large amount of applications. Many of these sites even allow you to require quizzes or specific information in applications that can help you weed out potential matches.
Accurate Job Description
People will only know what you tell them about your open position, so make sure to craft a clear job description. Candidates should know what level of education they need, how much experience is required, and a general overview of what tasks they’ll be responsible for day to day and long term. Clearly communicated job descriptions will help to attract qualified candidates and keep you from having to sift through lots of applications that don’t meet your basic criteria.
Interviews
Once you’ve determined a handful of people you’re most interested in, call them in for an interview. The interview process should include questions that relate to the candidate’s capability to perform required tasks and be successful in the job overall, as well as a few that help you to determine if their character is a good fit for your company culture. Don’t forget that interviews are a two-way street. Build in time to let the candidate ask questions or seek clarification because at the end of the day they have to feel like it’s a good fit for them as well.