Here Are 5 Tips for Hiring Model Employees

There are few aspects of business that managers approach with such dread as the hiring process. Between hitting dead ends, on-boarding people who quit soon after and many other obstacles, hiring the right people can seem nearly impossible at times. As many headaches as it can create, learning how to navigate the hiring process as a means of bringing in great employees that will stick around for a long time is an essential part of being a successful manager.

Sick of making the wrong hiring decisions? Here are five tips to help lead you in the right direction:

1. Start with the Right Job Description

If you want to find exactly what you’re looking for in a job applicant, you’ll make a significant amount of headway by simply starting with the right job description when posting or listing in a classified section of your local newspaper. The biggest mistake employers make when putting together a job ad is only listing a small portion of the responsibilities that are part of the position, which can quickly result in a pool of applicants that aren’t truly fit for the job. If you take the time to craft your job ad as carefully as possible, you’ll be doing yourself and your company a huge favor.

2. Stress Technological Know-how 

The days in when someone could get by in the business world without a working knowledge of how to best utilize modern technologies are over. If you’re considering hiring someone to handle accounting because they have years of experience, yet they’re clueless as to what cloud-based ERP software does or where they should start in implementing it, you might not be making a wise decision. A working knowledge of how to operate basic modern technology and an aptitude or willingness to learn new ones should be a prerequisite for any employee, no matter what they’ll be tasked with on the job.

3. Don’t Overlook the Importance of Personality

Every manager has experienced what it’s like to hire someone who comes equipped with the perfect resume, yet proves to be terrible to be around. The “difficult” employee is a real problem, and one that doesn’t typically rectify itself without a termination. Personality can truly make or break whether or not someone is fit for the job, especially if their role calls for a lot of personal interaction with either customers or other employees. It’s easy to assume that personality doesn’t matter when you’re looking for someone with a lot of expertise, but remember that you need to work with this person closely on a regular basis.

4. Emphasize Analytical Skills

The ability to analyze a situation and make an informed decision on how to act is a crucial part of getting through life and the work week. Across all industries, people need to make important decisions on a daily basis to ensure that things don’t fall off track. Strong analytical skills can be difficult to sense in a candidate, so don’t hesitate to offer up some sort of test as part of the application. The more you know about how a potential employee will approach a specific situation, the more informed your hiring decision will be.

5. Implement the Trial Period

It’s easy to assume that you’re locked into a decision the moment you choose to hire someone, but this doesn’t have to be the case. One of the best ways to safeguard a hiring decision is to implement a trial period of employment before engaging the individual in a full-time position. This trial period can last as long as three months or be as short as a week or two—the decision is entirely up to you. Regardless, it will give you the opportunity to see firsthand whether the person is cut-out for the job.

Hiring the right people can be challenging, but it’s a necessary part of running a successful business. Tread carefully—your business depends upon it.