It’s not the product or service that your business provides that’ll determine its success. It’s the people that are driving the company forward that’ll do that. If you have poor-quality staff on your team, then you’ll struggle to hit the heights that you’d like to reach. If, on the other hand, you have a staff of grade-A players, then you might find that you exceed your expectations. So how do you increase your chances of ending up in the latter position? By improving your hiring process. If that leads to excellent team members, you’ll end up with an excellent team. It’s that simple! Below, we take a look at how you can make this a reality.
Refine Your Ad
Your job advertisement is going to determine the quality of the people who are applying for the position. If you’ve got a long list of requirements — to the point where you sound demanding — then you’ll only get the bottom of the pile applicants. That’s not because they’re more drawn to those ads, but because the better candidates won’t bother applying. They know how good they are; they don’t want to prove everything. They want to work for companies who can take them places. Make sure you’re mentioning why your company will be good for the applicant!
There’s such a thing as hiring fatigue. You can interview so many people, and, sooner or later, you’ll grow tired. It’s much better for your hiring process if you only meet with the people who really are quality candidates. Easier said than done? No. You just need to have a filtering system in place. For example, you could put all your potential candidates through a brief digital interview. The ones who impress you, you can then invite for a face to face meeting. It’ll help ensure that the only people who are making it to the latter interview rounds are people you want to have working for you.
The resume is, of course, important — but it shouldn’t be the only thing you look at. You could have an applicant with an impressive resume who would be the wrong employee for your business. Why? Because they’re not the right fit for your company culture. There’s more to an employee than what they’re capable of doing — they also need to believe in your ethos, work with other people, and so on.
Out of the Office
There’s only so much that you can learn about a person when you’re sat opposite them on your territory. That’s not necessarily the best side of them. In some cases, it will be the best side of them — they’re just really good at interviews. As well as the formal side of getting to know them on a professional level, it’s also worthwhile getting to know other sides of them, too. Look at mixing things up by meeting with them in the real world. You’ll get a good sense of who they are at heart when you have lunch or dinner.