Whether you’re only starting or have been in the biz long enough to be able to identify candidates with one email application, it can still be a time-consuming and difficult task to find the right addition to the driving force of your business.
Making the right decision when it comes to picking the right team members that will be behind your business rise—or fall—is a crucial decision.
Being the entity responsible for deciding who gets in and who doesn’t can be a big responsibility. You can be blamed for mistakes made, and things done by your new addition could fall on you.
To make the process of picking the right addition to your business’ an easier task, here are some rules you can follow to help you make a good decision:
1. Look for commitment
A person who knows they like what they do and will stay long enough to help your business grow is someone you’d like to have in your team. A candidate who shows commitment through past professional history can see how often they jump from one job to another, how long they stay, and if they come and go due to salary issues.
If they check the boxes of being a committed candidate, they can be a good addition who you can rely on, especially during your business’ rainy days. You don’t want your employees leaving when the business isn’t doing well.
2. See if they have good learning and analytical skills
All of us had points in our lives when we had to do everything to make our resumes shine. They’re the first thing that will be facing hiring managers, after all. Expect that candidates will put anything in their resumes to impress potential employers such as your business.
A good resume is a good addition to a strong application, together with confidence, but those two aren’t the only things you should look for in a candidate.
They may have the charisma you need for your business, but do they have the right skills and educational background to help your business’ needs? Answering that question can streamline the process of picking the right addition.
3. Are they compatible with your business’ culture?
If you’re on the hunt for a new addition to your current roster, you would want the newbie to mesh well with your current team. The last thing you want is to hire a good candidate that doesn’t fit your business’s culture and current employees. This can cause a lot of problems that can result in lower productivity.
Make sure to see if they’re someone who adapts to new environments well, has no problems working with new people, and are willing to be taught by more experienced employees.
If possible, you should also ask for references to know more about their professional relationship with previous clients, bosses, or co-workers.
4. Have a specific hiring process
Businesses take an average time of 36 days to fill a vacant job post. This over a month-long process can be done faster if processes are being followed during the hiring process.
A good addition would be an HR system for tracking applications from candidates. They can filter candidates based on current needs and put the others on file for future reference. This helps your business take less time interviewing candidates who may or may not be a good fit.
Aside from that, you can also have a specific timeframe set for hiring new team members. This makes both the business’ hiring team and candidate work more efficiently to hasten the process.
We all know that employees are the backbone of businesses. We should know—both as employees and employers—that stringent processes are required for the good of the business. A good business makes productive employees.
