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What is the first step to hire the right employees?
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8 Answers
Hi Tekle, I'd suggest the following as a simple approach, by all means it can get more detailed but you haven't said what problems you're running into - so here's the process I'd use:
1. Define well the exact things that need to be done by that person in terms of results - in other words their function.
2. Define what sort of skills, experience, knowledge, attitude are best suited to the role that you've just defined in '1' above.
3. Decide upon a method to measure the suitability of the applicant to the attributes you've just defined in '2' above.
4. Identify where you can find a good recruitment pool of people with the attributes you want.
5. Onboard the person you select and utilise ways to monitor their performance that are transparent and measurable.
I agree with Roz. I also believe you need to determine what traits, characteristics and or personality type is needed for the job, the team, and the corporate culture. You might find someone who has all of the requisite knowledge, skills and experience to do the job, but they might be a less than moral, ethical or legal sort.
Tekle, you asked only for the first step, right? The first step is to set up your future new employee for success internally, before you ever begin to look for them. If you do not have all the ducks in a row within your organization, it is simply not possible to put a definition to the person who can successfully move you forward, either in technical qualification OR team fit.
Once your organization is right with itself internally, the rest becomes much easier.
Tekle, I would add one key, Lisa eluded to it. Core Values, does your organization have clearly defined top 3-5 core values everything the organization does abides by. IF the candidate cannot fit these core values, it does not matter how great they are, they will not be happy, continually be in conflict somehow and end up leaving.
Tekle, go with your gut if something does not feel right I don,t care how great he or she looks on paper I'm telling you from experience . If they have personality problems it will not work out. That is something another employer will not tell you. But , if you have this real it feels like I've known you forever feeling ,that person will have a personality that will fit right in to any orginization they are hard to find.
First step always in hiring is to figure out what you need.
The number one thing you take to the grocery store is a list. When you shop without a list you do 5 things.
1. Buy things you don't need.
2. Forget something you do need.
3. Spend more time.
4. Spend more money.
5. Have to go back because of the item you forgot.
Same thing happens when you go shopping for that new employee without a list.
If you want a true picture of what that new employee should look like here is a little exercise.
Assume you have hired that new great employee and it is a year down the road and you are going to give that employee the employee of the year award. Now right the letter of recommendation for the award telling what the employee did to earn the award and how they did it.
Thanks to all of you for your insightful responses. Each of the comments above have unique suggestions and helpful comments all worth reviewing them periodically.
The first step "should" be not to tell yourself
that the ideal candidate should be like this or that.
For example...
Do not be guided by that notion that a candidate
coming from a top school is much better than
a candidate coming from an average school;
remember, it's just a school and their difference
is just in facilities. A great student or a potential
leader is one that knows to use his time to profit.
Same goes with experience and other traditional factors.
Remember, traditional leaders and talents could be
found in "boxes" but not Real talents and Great Leaders.
This means it's easy to spot traditional people
as all you do is screen for obvious factors,
meanwhile, "gems" require courage and patience.
This is @TheGreatLight.
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