If you’re ever in the fortunate position to be able to bring someone in to work with you or for you, you’re going to want to recruit the best possible candidate. You’re planning on growing and growing a business to the point of maximum success, so you’ll want to have the right people under you and beside you. It doesn’t just mean picking the person with the best resume either; they’ll have to strike a chord with you on a personal level, too. They could be the most talented person you’ve met, but if you don’t get on with them or you feel they’re a bit of a disruption, then it may not be a great fit.
As a person in such an authoritative role, you’ve got to conduct the search for a new staff member properly if you want to get it right. A lot of people will just half-heartedly set up a new job and hope to bring in someone with a decent record. We know that you have a lot on your plate anyway, but if you want to do something good, then it’ll have to be worked at and treated with care. If you want a few ideas on how to make the hiring process a success, then take a look at some of these.
- Know the Role
You need to know yourself exactly the position you’re going to be hiring for. The specifics of the job, what exactly the potential candidate is going to be doing day in day out, and what skills are going to be needed to fulfill it. Just getting in an extra body to help out with the work you have might be a good idea at first, but you’ll soon realize that you need to have everything planned out way in advance as then you’ll have a clearer idea of everything involved.
- Create Person Specification
When you look at the role that you need filling, you’ll already have a picture in your head of them getting the work done. While thinking of this mental image, you’ll want to note down all of the different skills and experiences that would be needed for a person to flourish in that role. You’ll find a much better and way more fitting candidate if you make it clear what exactly you’re looking for.
- Create Your Job Ad
Now that you have a role in place and you have an idea of the type of person that will fill it, it’s probably time to write up an ad. You’ll want to make it clear to the potential candidate exactly what you want out of them. Obviously, you don’t want to bore them with the details but it should have important points in them. You should include the date in which you hope they’ll be able to start, too.
- Conduct Interviews
When you have an interview with someone, you’ve now got your chance to see what people are really like. You got a brief idea of their experience and their credentials on a written document, but you can gauge someone much better face to face. We mentioned before about how good chemistry is as important as a good resume and now is the time to see if you like what you see. It’s not just a little sit-down chat, you’ll have to hit them with some good questions and see how they handle themselves. There’s no real pressure, however, as you don’t want to come across as strict and put them off of working with you!
- Give Them a Trial
There’s nothing wrong with bringing someone in on an initial temporary basis to see how they get on with you and the job. It’s good to be able to judge someone’s ability without having to commit straight away. A few months or even a trial day could be a great thing for you if you’re unsure. You never know if you’ve made a mistake or not until you see them work first hand.
- Make Formal Offer
If you’ve found someone you really like the look of and they fit the bill, then you can make them a formal offer. This will probably require the need for a written contract as well as letting them know about other formalities that need to be ticked off.
- Assess How They’re Getting On
As they progress through the first few weeks and months, it’s good to note down and assess their performance. You’ll want to know how they’re doing as you’ll want to make sure they’re doing okay for themselves as well as you. Let them know that they can come to you with any questions. It’s good to sit down with them every now and again to talk about the work and how they’ve been getting on.
