Hiring the right person every time!

One of the most crucial components to leading a business is hiring the right people that will work effectively and efficiently in both team and individual capacities. We all excel in the roles that we have been educated to undertake, however what we are not clearly shown is how to lead and manage a successful team.

Leading a successful team requires you to motivate and manage a diverse range of personalities and skills to deliver a successful outcome for the business. As a leader your aim is to have a team that works together towards the business’s set goals and vision.

Taking the first step

A common mistake we hear from our recruiting clients, is not that they hire the wrong people, it’s the fact that they don’t know exactly what they are looking for.

Our suggestion is to stop to review your recruitment approach to ensure that you are applying the correct foundations in your process and as a result hiring the right people.

1.    Why do I need this position?

This is the number one question most leaders miss when they enter the recruitment process, the unfortunate reality is that it’s also the most important. The reason why this question is so important is because the clearer you are on why the position is critical to the business’s overall success, the more likely you are to fill it with the right candidate.

2.    What responsibilities will the candidate have?

Now that you have become clear on why you need this position; it is now much easier to dictate exactly what tasks your new candidate will be responsible for and allow you to be more accurate and specific in your search.

3.    Which skills, experience and qualities do I need the candidate to possess?

Once you have established what task and accountabilities the role will be responsible for, we can identify what skills and knowledge the candidate will require.

It is important to understand that skills and knowledge are teachable components that can be further developed, where as personal qualities are something that someone simply does or does not have. Not everyone is a creative thinker or a problem solver, that is why it is important to make your decision based on what type of candidate will best fit the role you are hiring for.

4.    What is my time frame?

One of the most common mistakes is rushing into the recruitment process and hiring one of the first candidates that is interviewed for the job. The temptation exists because of the void in the team, this can create urgency to fill the vacancy as the quality of the tasks performed by the missing team member may be affected.

In our experiences it has always been beneficial to the team, the business and the manager to wait until you are certain, that you have the right person for the job.

5.    How am I going to find this person?

Like all effective marketing strategies, you need to know who and where to target your efforts. Ask yourself where will I find the right candidate to fulfill this role? Will I find them on recruitment sites? will I find them on LinkedIn or social media? or is it better to liaise with a recruitment professional that knows their market like Peopleconnexion?

The right avenue to use is completely dependent on the type of candidate you’re searching for; various positions require different styles of recruitment techniques and that is where we make all the difference.

6.    What will be the best approach?

Quite commonly one of the biggest mistake’s managers make is only conducting an interview with the candidates, where you are limited in how much information you can obtain.

It is imperative that the recruitment process includes behavioural competency-based interviewing, personality/behavioural profiling, completing work samples, reference checks and meeting the team they will be working with. Obviously, the process is not limited to these additional exercises but it is an insight into techniques that will ensure that you employ the right person.

7.    How do I move forward once I have selected them?

Apart from supplying all the appropriate documentation, it is critical to the overall success of the candidate to take them through an effective onboarding process.

This covers the correct induction into the role and your business, meeting the team and being shown through the facility. Communicate from the start on the company vision and how their role fits into the bigger picture. Complete probation reviews (a minimum of 3!) a mid-term review with the new member and once again before their minimum employment period is up to understand how both parties are feeling and performing.

All Effective leaders let their employees know what is expected, how they are performing and what growth opportunities exist.

If you want to learn new skills and techniques that you can adopt to further develop and grow as a team leader, we would love to take this journey together. Click Here: