Hiring Right Person Job

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Outstanding employees are a key component of any successful small business. Hiring the right people for the job not only ensures the people acting as the face of your company are the ones you want representing your business, but it also decreases turnover. Increased retention saves your business money in the long run. This basic guide will help you get started on finding the right employees best fit to work for your business.


Make clear what the job position entails

When hiring, always be thorough with your job posting. This saves potential candidates from wasting time on an application for a position they’re not qualified for or interested in, and it saves the hiring manager from vetting superfluous applications. When extending an offer, be upfront about salary and benefits, including health insurance, 401K packages and any added incentives, such as gym memberships and telecommuting options. This allows applicants to make a fully informed decision.


Create a master checklist

Creating a master checklist based on the requirements of the position will help you size up applicants. This checklist can also help when developing a recruiting strategy for the position. If you have a team that is part of the hiring process, involve them in the checklist creation by asking for employees' input as to what qualifications the applicant should have and the job requirements for the position. If possible, include team members in the interview process too. After all, these are the people who will be working closely with whomever you decide to hire.


Screen applications, resumes and background checks

This process should be made simpler as a result of a well-written job description. This is also where the checklist can come into play. Match resumes, cover letters and applications against the list to narrow down candidates. It may help to create “yes,” “no” and “maybe” piles if you have a large number of interested applicants. You should be looking for qualifications that pertain to the job posting and checklist, relevant past experience and any personality traits you can glean from the cover letter. Look for potential red flags, such as an applicant who hops from job to job every six months or has large gaps in employment history. If an applicant seems otherwise qualified, you can always ask for elaboration on any concerns you may have with his or her resume.


More than a desk interview

Avoid conducting just a desk interview to get better insight into applicants and to help evaluate if they are truly well-suited for the job. Instead of just sitting around a conference table, take the applicant on a tour of the business. Are they showing interest by asking questions and being conversational when you introduce them to your employees?


Ask unusual questions

Asking unusual questions will help you learn more about an applicant's personality. Ask questions such as, "If you wrote a book, what would it be about?" Also try asking, "What is most commonly misunderstood about yourself?" This will test not only self-awareness, but also honesty. Applicants who can answer creatively and honestly prove they can think on their feet, and will be able to adapt and evolve within their position.


This article was written by Chase Hunt for Small Business Pulse