Have A Job Opening? Plan Your Strategy

The entire hiring process can be a challenge, and the decision you make can have a major impact on your operations. Hiring the wrong employee can create a multitude of problems; not only is it expensive, but it is also extremely time-consuming.

Hiring the right person, however, can boost morale, complement and build your culture, and help you accomplish business goals. It also means you don't waste time and energy in hiring only to have to hire again.

Use these tips to learn how to hire the right person:

Plan Your Process First

Are you replacing an existing role, hiring someone to take on a new gap in your organization, or even hiring extra hands on an existing team? Make sure you fully understand the position that needs filled, along with the necessary job requirements. Hiring the right employee should start with a job analysis, which will cover responsibilities, necessary skills, experience, etc., and, in turn, helps you create a concrete job description.

Once you have determined the type of person you'd like to hire, role you want to fill and have a job description prepared, you can plan your recruitment strategy. Determine where you'll start looking for candidates, what questions you'll ask in interviews, and who is going to be involved in the hiring process (and how).

Brush Up On Your Interview Skills

A job interview is a powerful tool for both your organization and the candidate.

The usual line up of questions includes something like, "Where do you see yourself in five years and what are your strengths and weaknesses?" There is typically some banter and you may find something that you and the candidate have in common. The candidate may seem like a good fit, so you hire them!

What happens when, in a month or two, that person isn't meeting expectations? Before you blame them, look back at how valid the responses to your by-the-book interview questions were – did the questions you asked really give you an indication that this person was the right fit?

Evaluate what you're asking candidates and determine if it helps gauge that person's abilities and personality. Interview questions that help you get to know that person and get an idea about how they would fit in your organization (and culture) are crucial. The New York Times has a great article on how to revamp the standard interview with tips and exercises that will help you hire the right person.

Understand Their Goals And Commitment

It's crucial you share the goals of your organization as well as the role you are filling, with candidates. Having a clear discussion is just as important for you to understand the career goals of your candidates. Open dialogue will help determine if there's alignment between the candidate and the company's goals.

While you don't want to hire an employee who frequently switches jobs without much rhyme or reason, you may not be hiring someone that you expect to see at the company for the next 25 years. Clearly understanding the  goals of both parties will help to outline expectations of the potential relationship you may have.

First, reflect on why you hired them – were you tired of interviewing or needed a position filled fast, so you just took the first person that seemed decent? 

Need Assistance?

If you are looking for assistance to ensure you hire a professional that is qualified for your job opening, consider using a recruiter. Recruiters can save you and your human resources team a lot of time and effort. Recruiters typically have a large network of qualified candidates they trust, and they are skilled at finding passive candidates who may not even be actively looking at a job change. Working with a recruiter gives you a better chance at a successful placement and can help make what is normally a stressful process, easier. 

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LeaderStat specializes in interim leadership, executive recruiting, and consulting for healthcare organizations.