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Make Sure You're Hiring The Best Person To Join Your Team: 4 Tips

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Make Sure You're Hiring The Best Person To Join Your Team: 4 Tips

 

Editor’s note: This post was originally published on 1/30/14 and has been updated for accuracy and comprehension.

What are four ways to make sure you choose the right hire?

  1. Know when to hire.
  2. Don't hire "nice."
  3. Hire character and train skill.
  4. Use social media.

Growth is awesome. It’s what you want.

It’s a great feeling to know your services or products are resonating with an audience. 

But what happens when your business starts to massively grow and you’re suddenly juggling how to expand – and hire the right people? 

Napoleon Dynamite, If you hire me all your dreams will come true

In the U.S. alone, over $130 billion is spent annually on hiring new employees. So, not only is hiring extremely tough, it costs a ton of money. 

Here are four ways to make sure you’re hiring the right person, the right way.

1. Know When To Hire

The investment involved in hiring a new employee is one in which you can expect to get a hefty return. 

That means that bringing on a new person frees up your time, lessens your workload, and actually saves you money. 

Here’s the bottom line: It’s cheaper to let someone else handle all of the busy work than if you were completing the work. 

If your business is not big enough to hire several full-time employees, consider hiring a virtual assistant. They’re generally self-employed and provide professional administrative, technical, or creative assistance to clients remotely from a home office. 

Why didn't I hire the virtual assistant instead of trying to do it myself

Think about it for a minute. 

Which has more of a negative effect on your business: 

  • Option #1: Handling everything yourself because you don’t trust anyone else to do the work (causing your company to plateau)? 
  • Option #2: Taking the risk to hire someone who can do what you do just as effectively, but at a lower cost? 

The answer is obvious, but I’ll let you make the decision.

2. Don’t Hire “Nice”

If your business is small, first hire those individuals who have a broad set of skills, because they can take on many roles within the company, just like you’ve been doing. 

As you grow, you can narrow the focus and hire individuals who have a very specific set of skills. 

It’s important that you don’t hire someone just because they’re a nice person. 

Let me explain something about “nice” people. Nice people are a disease in the workplace IF they’re not the right type of nice people. How many times have you witnessed subpar work-ethic and below-average production justified by the fact that someone is nice? 

“I know Susie has a hard time filing her paperwork on time, but she’s really nice.” 

“Jack isn’t quite hitting his sales quotas, but he’s really nice and understanding. We’ll get him where he needs to be.” 

Many times, employers make the mistake of hiring nice people because they’re trying to replace someone who is no longer a part of the company. 

Here’s an example: 

Jill was the receptionist for ABC Inc. for 15 years. When she was ready to retire, her employer was inclined to immediately hire someone who had the same nice personality as Jill, without taking into account the specific skill sets and character traits that Jill had. 

You can’t measure nice. If a nice person doesn’t meet deadlines, can't manage their time, causes more headaches than smiles, and doesn’t hold true to their word, then you need to get rid of them.

3. Hire Character And Train Skill

Similar to all relationships in life, there is no “perfect” candidate that you can choose to hire. 

Everyone has certain skills and everyone has their own personality and overall character. Why is it then that 82% of employers do not use any type of screening in the hiring or employee promotion process? 

These processes, while not always 100% accurate, reflect character. Here are some questions you can ask of prospective employees to see how they may fit with your company and the culture you’re creating.

  • How do they present themselves?
  • How do they talk about friends, family and past employers?
  • What’s the vision they have for their career/life?
  • What decisions have they made to get to where they are?
  • What decisions would they make in certain situations?
  • How confident are they?
  • How willing are they to take on new challenges, etc.?

If their character doesn’t align with the type of person you want to work with day in and day out, then ultimately, they’re not going to thrive at the company, or assist in leading the company to greatness. 

Let’s get something straight: This is not discriminating, it’s being smart. You’re sparing your company and the individual from an inevitable future divorce. Don’t put someone in a position that you know their character can’t sustain.

4. Use Social Media  

It shouldn’t come as a surprise that 58% of organizations in the U.S. are currently using social media as a tool to recruit potential job candidates. 

Here’s why: If you have a decent social media following as a company, the majority of those people are targeted individuals. You’re probably always thinking of how you can leverage those targeted individuals into sales funnels, turn them into MQLs or SQLs, and convert them into customers. 

But, how often do you take the time to evaluate if any of them would be a good fit for your organization? 

Here are a few ways you can use social media to recruit talent.

Interact Consistently 

This is a basic rule of thumb: The more you interact, the higher chance there is of finding someone who has the unique set of skills that would fit your organization.

Pay Attention To Your Close Followers 

Some of your closest followers often have skills similar to yours. 

Even if they’re not on the same level or mindset as you, it all comes back down to hiring character and training skill. If you watch them and their character, engagement and interaction grabs your attention in a good way, dig a little deeper!

Post About A Position Opening 

Who would have thunk it?! 

Post jobs on social media and you’ll likely receive responses faster than posting on actual job sites.

Ask Challenging Questions 

Post inspirational quotes, entrepreneurial tips and challenging questions. When you have someone who is really engaged in your postings, it’s worth it to get in contact with them to learn a little more.

Use Private Messaging For Pre-screening 

You’ll be surprised at how much information you can get out of someone just from talking to them in a private message. 

Break the ice by mentioning something you noticed about them. (i.e. “I noticed your Instagram bio said you’re in digital marketing, tell me a little more about yourself.”) 

This could all be valuable information for your recruiting decision-making process.

Final Thoughts

The next time you’re in a position to make a hire for your company, use these tips to make sure you’re on the right track.

Here are a few final facts for you to consider:

  • 74% of employers state that their companies have been negatively affected by a bad hire.
  • Bad hires can cost a company as much as $15K each year.
  • 40%+ of employers made their bad hirings as a result of needing to fill a job quickly

After reading these stats, is it worth speeding through the process to fill a position in your company? 

Absolutely not! Don’t worry about wasting “time” and “resources” for the screening process of a potential recruit. You’ll waste far more if you make a bad hire.  

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