Everything You Need To Know About Hiring New Staff


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There comes a time in every business person’s life when they have to take on new staff. Whether you are recruiting for a new position or replacing members who have moved on, you need to make the right choice. Choosing new people for your team is a tricky business. If you are a small team, it is vital that you not only get someone who can do the job, you also get someone who fits into the team. Office dynamics play a huge role in how productive a company is and can also hinder progress.

Whether you own an estate agents in Sudbury or an off-licence in Oldham, you need quality staff members. No matter what the nature of your business, your staff are everything. Without them it is just you in an office somewhere, so you need them to survive. If you are looking to take on someone new, but need a few pointers read on. Here is just about everything you need to know about hiring new staff.

Write A Precise Job Description

When writing your job description you must be honest and precise. Don’t talk around the subject. tell potential candidates exactly what they will be doing within the role. Many job descriptions are misleading and try to make job roles sound more exciting than they are. If the job is telesales, for example, state that it is a telesales position. Many people will try and mislead candidates by calling telesales something like communications executive. Tell people just what you’re looking for, and you will get the right candidates applying to work for you. Tell people white lies and, yes, you will get more candidates, but few will stick around even if they get the job.

Choose Ideal Candidates

You should never go through CVs alone; you might miss something that another staff member wouldn’t. Choose a trusted staff member (perhaps your manager) to go through the CVs with you. You should set aside an afternoon to do this and be thorough. You are looking for the person who has all the skills you need. Have a tick-box system and see how many of your criteria each candidate fits. As a general rule, you should take the top 10% of candidates to the interview stage. So, if you have 150 people apply, you should interview around fifteen people.

Make The Pay Clear From The Offset

Again, as with the job description, you should be honest about pay from the offset. If the job is paying a small wage, then say so. Don’t skirt around the topic. Candidates will find out how much you are paying in the end, and if they are mislead they are not likely to trust you. The worst thing you can do is write ┬úCompetitive on the job advert. We all know what competitive means. It is impolite to pretend that you are doing candidates a favour by opting for an ambiguous number.

Add In An Odd Interview Question

The weirdest question anyone has asked me in an interview scenario is “If you could be any dinosaur, which would you be?” The question threw me off my game, but I said that I would be the one that flies. Luckily, I was not going for a job in palaeontology, and I got the job. Move away from traditional interview questions, which candidates will expect. By asking odd questions, you get a glimpse of the person behind the interview persona.

Take Another Staff Member Into The Interview

Take another member of staff into the interview with you. Candidates prefer to deal with just one person, who they can charm. Having two interviewers is more intimidating. But a strong candidate should flourish in this situation. By having two interviewers, you have two opinions and can ensure that you find the best candidate for the job role.