Hire the Right Candidate for the Job  

Hiring new employees is an inevitable part of being a business owner, and it’s much more than just simply checking resumes and conducting interviews.

The wrong candidate can set you back big time, costing you thousands of dollars and wasting time. In some cases, it can even jeopardize the safety of your employees and customers.

In this guide, we cover the best ways to ensure you bring on board the right person for the job.

1. Conduct a Thorough Background Check

A background check is one of the most powerful screening techniques to narrow down your candidate pool and ensure you’re hiring a trustworthy person.

It’s easy for applicants to exaggerate or even flat-out lie about their work experience and professional certifications on their resumes.

Background checks allow employers to verify these credentials, ensuring they meet the minimum qualifications for the role. There are many types of background checks, such as:

• Criminal history check
• Reference check
• Drug screening
• Education verification
• Credit background check
• Driving record
• Previous employment verification

You may also run a fingerprint background check for safety-sensitive positions since they verify a person’s identity. Just ensure you’re abiding by background check laws, such as getting proper consent and not discriminating against candidates.

2. Create an Organization Chart

You should never hire for the sake of hiring. Knowing the gaps to fill on your team, including technical acumen and soft skills, is crucial.

The best way to determine your company gaps is with an organization chart. It’s a visual representation of the employees in your company, their positions, and their hierarchical functions. As a result, you can quickly visualize your organization and its positions and people.

Hiring managers and recruiters can use the organizational chart to find staffing needs. For example, you might notice you’re missing certain roles or some departments are understaffed. That way, you can prioritize the most important hires first.

3. Check for Cultural Fit

Cultural fit is one of those concepts that is hard to wrap your finger around, but everyone knows when it’s missing.

Imagine a startup founder who believes in open collaboration but hires introverted employees who work best with privacy.

In a nutshell, cultural fit means that your employee’s behaviors and beliefs are aligned with the company’s culture and core values.

Here are questions you may want to ask yourself before making the hiring decision to determine cultural fit:

• Do they ask great questions? The questions that the candidates ask will tell you a lot about how the person thinks and whether they can diagnose the problem.

• Are they voraciously curious? High performers are great learners. They’re always seeking to understand solutions better and gain new information to help them with their role.

• Are they resourceful? Can they think outside the box and perform critical tasks without being told? Looking for resourceful candidates means they’re more likely to go above and beyond what’s required.

Also, make sure you’re learning more about their career goals. Employees are more engaged when they see your company as a fit long-term for their career. Unfortunately, 44% of companies don’t provide compelling career paths for their employees.

Wrapping It Up

There’s no magic formula for guaranteeing that you would make the right hire. However, there are hiring practices you can put in place to help mitigate obvious bad hires.

A great hire should feel like a seamless fit into your company, so it’s important to look beyond just the candidate’s technical qualifications.

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