"How to Hire"
Newsletter March 15, 2013
To get the job done correctly, it is important to hire the most qualified personnel. Here are some key points to remember when you are hiring a new employee in your organization.
1. Develop meaningful criteria
The first step is to think about what the job requires and the type of person who would be able to handle such a position. Recall that famous quote: "get the right people on the bus and in the right seats". When placing job ads online or in the newspaper be sure to be specific with the criteria you are looking for in a prospective employee, including level of education and experience necessary.
2. Analyze the applications
When sorting through the applications make sure that the applicants meet the specific qualifications that you have set. Look for inconsistencies and progress that have been shown throughout their previous education and experience. Look for things they have done that demonstrate the types of personality strengths you are looking for. If they have previously been operating at an elite level in their sport, you can bet they know about perseverance, hard work and determination.
3. Ask Questions
Once the applicant makes it to the interview stage it is important to see how they will actually fit in to the organization. It is key to remember that we do not only hire people for the skills that they possess, but also for their personality and the unique traits that they are able to bring to the company. Attitude is a great starting point to teach people the job task detail. Let them talk – what type of communicator are they, how sensitive
are they to the listener, how would a customer react across the table to this person, are they credible?
Many times there are a few great candidates that are narrowed down for a spe
cific job. This is a great time to call their references. Talking to previous employers, for example, may give an indication as to how the applicant is in a working environment, as well as their strengths and weaknesses. It is always beneficial to receive feedback on potential employees. Ask probing questions though – they didn’t select critics to be on
their reference list, so we need to dig deep to get the best information.