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How to Hire the Right Person

Finding the right person for a job can be difficult, especially if you’ve never hired anyone before. However, with some preparation, you can make the recruitment process as straightforward as possible so that the best candidate is hired.

Identify your requirements

Is it absolutely necessary to hire someone at this point in your business' development or could you take on casual help during the times of the year when you're most busy? If you're certain that you need to hire someone, decide on your total budget. This will include:

  • Salary including total benefits such as a company car, etc.
  • Taxes including social security tax, Medicare tax and state unemployment insurance
  • Benefits including healthcare insurance benefits and 401(k) benefits
  • Recruitment costs, such as advertising or agency fees

Next, define the new employee's exact role. Will they be reporting to you or someone else in your business? How much responsibility will they be given? How much training will they need?

Write a job description

Now it's time to write a job description. To help ensure that only suitably qualified and experienced candidates apply, include as much detail as possible.

For example, if you're a cosmetic dentist looking for a nurse with dental experience, you could specify at least three years' experience as a nurse working with a cosmetic dentist. That way, you will attract only candidates who have the necessary experience in this exact area.

Include the following details in your job description:

  • A description of the job's responsibilities and role
  • Qualifications required for the specific role
  • Skills and abilities
  • Experience such as number of years and industry sector(s)
  • Personal qualities such as being organized and able to work to deadlines
  • A short description of your business so the potential employee understands what you do
  • Location of the job in case they need to travel

Advertise the job opening

There are many ways of advertising a job opening, including:

  • Placing a 'Help wanted' notice in your window for smaller retail businesses
  • Advertising in the local newspaper or media
  • Advertising on employment websites
  • Using the services of a recruitment agency
  • Advertise on your own company's website

The methods you use will depend partly on the nature of the job and budget. If you're looking for someone to work in your coffee shop, the best methods of advertising may be a notice in your window and an advertisement in the local newspaper as you will probably attract someone that lives locally.

However, if you're looking for a salesperson to work across the country, it would be better to advertise on websites that include national sales jobs. Some websites are free and some have monthly fees or per click fees. Be sure to research the terms of each job posting sites and find one that best suit your needs. Alternatively, you can also engage the services of an agency that specializes in sales positions.

Is using a recruitment agency a wise idea?

Using a recruitment agency is a great idea in certain circumstances. If you're looking for someone with specific skills and several years' experience, a specialist recruitment agency will already have many possible candidates on its books. They'll be able to select the most suitable candidates for your position, and for your business.

An agency will give you a shortlist of candidates to interview without you having to spend time:

  • Advertising the job
  • Looking through a large number of resumes
  • Selecting the best candidates

However, the fees charged by agencies can be expensive, so be sure to include them in your recruitment budget.

Prepare for the interviews

Once you have a shortlist of candidates to interview, take some time to prepare before carrying out each interview.

Decide who will be present at each interview. For example, a one-on-one interview would be appropriate for a coffee shop worker while a panel interview would be more suitable for a national sales position.

Consider using skills tests

Decide whether or not skills or aptitude tests are necessary to screen the candidates. If you decide to use them, prepare the tests in advance and decide where each candidate will take them.

Write down a list of questions that you'll ask each candidate. It's important to ask each candidate the same questions about their skills, experience, personal qualities, and ability to do the job - so that you can compare their responses as accurately as possible.

Ask candidates to give examples that illustrate how they've dealt with certain situations in the past. For example, if you're interviewing for a customer service role, you could ask each candidate for an example of how they handled a difficult customer complaint.

Interview the candidates

During each interview, treat each candidate consistently. Start by asking the questions you'll ask all candidates and then ask the individual questions. Listen to each candidate's responses and ask supplementary questions, if necessary.

Ask each candidate if they have any questions. Make a note of the candidates who ask questions that show they're enthusiastic about the job and the prospect of working for your business.

After each interview, take at least ten minutes to make notes and discuss the candidate with any co-interviewers.

Select the right person for the job

When deciding who is the right person for the job, it's important to take a wide range of factors into account, including:

  • How relevant their experience is
  • Their achievements in similar jobs
  • To what extent they have the personal qualities required
  • Whether or not you believe they would fit in well with other people working for your business

After the first round of interviews, you may or may not have a clear idea who the best person for the job is. If you don't, invite the best two or three candidates for a second interview and use that interview to clarify issues you're unsure about. It is better to delay and find the right person than take the best person from a poor selection.

Once you've decided on the best person for the job, check their references to be sure that the most important information on their resume is correct. You're then ready to invite this person to join your team.

Be sure to investigate hiring laws and regulations in your local jurisdiction.

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