Manager’s Guide to Hiring the Right Person


"How do you hire?"... In today's economy, there is no shortage of candidates for just about any position and it would appear that employers can find the best candidate for the job in no time. However, it is not as simple as it looks. There is always the possibility that you will end hiring the wrong person, which can trigger a whole series of negative consequences.

It can be a daunting process to hire the right candidate, and hiring the wrong employee can be time consuming and expensive. However, hiring the right person can reward you big by building a successful relationship, and positively impacting your organization.

Even more, hiring the right employee will enhance your organizational culture and pay you in increased employee productivity and morale, well-thought plans, and meeting your most challenging goals. In this post, I'll walk you through how you can hire the right employees and get the best out of them.

Let's cut to the chase. 

 6 Manager's Tips for Hiring the Right Person 

 1. Create a Job Brief and Craft a Strategy that Works 

Before anything, you need to make sure that you have a well-laid down strategy to hire the right employees. A strategy includes a job brief, which will allow you to gather information about the roles and necessary skills you need from each of the candidates.

From your job brief, you can comfortably draft your job description, which will help interested candidates understand the job scope they'll be applying to. Also, the job description will help you execute your strategy towards hiring the right person.

Before you put out the job posting out there, you need to meet with your recruiting team or the human resource department to brief them on what you expect from the candidates. And because you are crucial in this process's planning process, make sure that the recruiting team updates you on any progress. 

2. Take the Candidate out for Lunch

Think about which team members you invite. The dynamics will be different if all the attendees at the lunch are senior to the candidate. Going to a restaurant will reveal all sorts of clues about someone. For many leaders, this is the most important part of the interview process. The key is to watch whether the candidate is considerate of others — an essential quality of effective team players.

Taking the candidate out of the "interview zone" will open the door for discussions and interactions. Determine the behaviors you want to observe and pay attention accordingly. Does the candidate listen when people speak? How do they interact with the waiting staff? Are they interested in learning about others or just talking about themselves?

Don't shy away from more creative ideas.

 3. Ask the Right Interview Questions

When conducting an interview, focus on the candidate's goals and motivations. Know what this person loves to do, what their aspirations are, and their future intentions.

Sadly, most agencies don't focus on such. Instead, they ask questions that don't evoke the kind of information an employee is looking for.

And because job interviews are a critical factor in hiring an employee, it would be best to ask the right interview questions. Not only will this enhance the hiring process, but also magnify the job interview to help you hire the right employee.

Most importantly, interview questions should help you distinguish potential candidates from average candidates. 

4. Work With Shortlisted Candidates on a Trial Period

Now, you have the list of shortlisted candidates. How about working with them on a trial period to test them?

Most companies do not offer this, but it goes a long way into hiring the right employee. For example, you can hire a potential candidate to help put heads together into a new project, or enforce a small aspect of the role you're hiring to test their capabilities.

According to Jacob Chapman, the founder of Gelt Capital, this technique is proven to work well in many hiring processes. And because you're hiring for the long term, this is the ultimate way to hire the right candidate.

Further, Jacob Chapman suggests working with new hires on projects that involve problem-solving skills. Spot a critical problem that your agency is facing and work with them towards solving it. Note that these problems should relate to the role you're hiring. By doing so, you'll learn their ways of operation, teamwork style, and whether they are a perfect fit for the job. 

5. Prioritize the Organizational Culture 

Your company's organizational culture should be your top-most priority in any hiring process. Know what kind of workplace you intend to build and the traits you'd value in your employees. Your potential hires should check all the boxes, but before then, understand your own culture to know what you're anticipating in your candidate.

Your potential candidate should possess specific traits that qualify them for the job. Most importantly, these traits should fit your current culture or the culture you intend to build. Meanwhile, ask questions that will evoke the specific aspects you're looking for as an employer.

 6. Prescreen Candidates 

You should pre-screen applicants because you want to save your recruiting team some time and make the process run smoothly. A candidate can always appear too good on paper, but a pre-screening interview can help if they truly fit the job requirement.

The pre-screen stage can also help you know whether or not the candidates' salary expectation matches what you plan to offer. In some cases, just a telephone interview can help determine whether the candidate fits your organizational culture and ethics.

Some companies may use pre-recruitment tests to know whether a candidate fits within the job description. There are a couple of companies, such as Toggl Hire that entirely focuses on this - to test candidates and know whether they possess real-world skills.

Finally, you can pre-screen candidates by literally going through their resumes one after the other to determine if the candidates are right for the job. Sure, resumes will never be the best determinants, but they can help eliminate other applicants who are not fit for the job posting. 

Get a Master's Degree in Business Administration 

Master's Degree in Business Administration has a good reputation globally, because it equips current and future managers with the necessary skills needed to steer companies to success. Today, organizations are considering the benefits of an MBA, including the ability to screen and higher the right employees.

The demand for MBA professionals is becoming increasingly high. As a manager, you need an MBA to help you know how to plan the right employee recruitment - starting from drafting a job brief to formulating and pre-screening candidates before you get into the actual interviewing process. 

At American Vision University, our number one goal is to focus on the student success. We invest in our students education continually, always striving to improve what we offer as courses, international experiences, research opportunities, extracurricular activities, advising, and career placement. 


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