If you have not hired someone to work for you in the past, then you may find the task of doing so somewhat daunting. Here are some tips (and even a few tricks) from Kyle Kirschbaum to see you through the recruiting process in good standing.
- The first thing you want to know is if the person applying for the position actually has the skills to do the job. It is fine to talk to a person who is also seeking new learning opportunities over time, however, unless you are simply adding interns, you should not be meeting with anyone who is not qualified to do the job you are looking to fill.
- Is the person applying for the position excited about the job and does he or she ask questions about its duties, tasks, and responsibilities? Avoid an applicant that is only interested in the job’s benefits or the possibility of advancement.
Kyle Kirschbaum teaches leaders to center their focus towards candidates with ambition without discounting a person that is eager to do the job you are offering. An indicator of ambition will be whether or not they have arrived at the interview prepared and knowledgeable about your organization’s mission. If the candidate has not bothered finding out the basic details about your organization, then this can be an obvious indicator of how ambitious he/she will be after being brought on board.
- Interview at least three or more candidates for any available position. A good interviewing tactic after selecting a favorable candidate is to interview him/her in at least three different locations and by three different people. The more choices you have, the more likely you can find a great fit for the job, and three different locations at three different times gives you a chance to see how they respond in unusual settings. Also, candidates are likely to be on their best behavior in the first meeting you have with them, but will begin to let down their guard at later meetings. When you choose your locations for the three interviews – two of them should be outside of your office building and organizational setting.
- Don’t just check with the candidate’s listed references. Ask the candidate for names and telephone numbers of coworkers, subordinates, and bosses. When speaking with these references, inquire about whether the applicant takes on extra opportunities to help others and learn new skills. Ask if he or she has demonstrated honesty and integrity with their work ethic and how they treat others. You are not looking for someone to dish out the dirt – instead, you are looking for honest responses that help you make a decision about how well this person will fit in your organization.
- Does the applicant have good people skills? Unless you are going to stick this employee in a box and never let them out during working hours, they need to get along with others. They will need to mesh their skills and abilities within the team to move work along efficiently. Take note of any actions or reactions that feel out of place for your company dynamic.
Hiring the right employee is one of the biggest secrets to maintaining optimal workplace productivity. Another great way to optimize workplace activity is by following the 80/20 rule.
One last caveat from Kyle Kirschbaum. Occasionally you will have the opportunity to meet a person whose skills set them apart and well above anyone else. They may not be a good fit for the job you have advertised, but you know they will be an amazing asset to your company. When that happens, throw out all the other rules and hire them. Find a place for them in your organization and help them flourish. You won’t run across a lot of these types. But don’t let one slip through your fingers, or you will find yourself fighting their positive impact as an employee of your competitors.
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