Hiring 101

If you’ve ever fretted about the hiring process, you’re not alone. Finding the candidate that will best thrive in the role, as well as affirm with company culture, is not a task to be underestimated. 

Thankfully, there are steps you can take to smooth the hiring process. Before you even advertise the position, the Ministry of Business suggests you take the time to consider the following:

Which type of employee you should get, e.g., permanent or casual

What kind of skills your business needs to expand or diversify

How many hours a week it would take to do the required tasks

How much responsibility you’re willing to delegate

Whether you are willing to train someone to get them up to speed, or you need someone who can hit the ground running

The candidate’s likely salary expectations

What resources you will need in place, e.g., wages, insurance, tax levies, computers etc.

Considering these points gives you a clear idea of the position, and this is a helpful foundation when considering the resumes before you and who to hire.

Reviewing resumes 
Here’s where things get complicated. Traditionally the most preferable candidates are scholarly or well-educated, have shown drive and focus through commitment to extra-curricular interests or activities, and have proven themselves working in both group and independent scenarios.

Undoubtedly this is a reliable set of skills, and by picking someone with this arsenal you’re likely to get an employee who will do the job well.

However many companies today are breaking traditions in many a way, and the mold of what a potentially ideal candidate looks like is just one of them.

In her Ted Talk, ‘Why the best hire might not have the perfect resume’, human resources executive Regina Hartley makes a convincing case for why you should hire the “scrapper”.

With a 25year long career in human resources, Regina has arguably seen it all and she believes it is the candidates who have shone in the face of adversity who are the best hire.

When considering the qualified candidates, “Choose the underestimated contender, whose secret weapons are passion and purpose,” she says.

Regina speaks of two distinct categories of candidate: A and B. Candidate A, the ‘silver spoon’, is the person who clearly had advantages and were destined for success, and Candidate B, the ‘scrapper’, the one who had to fight against tremendous odds to get to the same point.

A resume certainly tells a story, and while a series of odd jobs may indicate a lack of focus, commitment, and unpredictability, it could also signal “a committed struggle against obstacles. At the very least they deserve an interview.”

And she has a point – those who have faced adversity and reached the same point are likely better prepared to deal with the tough times than those whose whole life has been engineered for success.

Whichever approach you choose, the resume should be studied thoroughly. Researching a potential candidate is perhaps the most important thing you can do during the hiring process.

The interview
Interviewing – it’s not easy to learn what you need to know about someone from such an encounter.

While there’s many questions you should ask, Forbes contributor Louis Efron says the key to hiring the right person lies in finding their purpose, and this comes through asking “Why?”.

Asking “why?” will determine whether what the candidate is driven by aligns with the beliefs and vision your company needs to drive it forward.

If the two are naturally aligned, you’re likely to get more from your employee, be it understanding, productivity, satisfaction or loyalty.

Companies today don’t feel confined to following established molds and this is a good thing. It inspires innovation, it commands new ideas and ideologies, and it’s the best catalyst for greatness. It can only be good, then, if the same philosophy is applied to the process that determines who makes up your company

 

By Lydia Truesdale


Author: fatweb

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