1. How to hire is a tough question to answer. What are the main features to be
considered when recruiting new employees?
1. Starting the hiring process with the main focus on the resume as your main tool
may prove to be somehow misleading. Resumes are written by an individual, about the
individual. Resumes are written with the main objective to highlight education,
qualifications, and present skills. It is too often that managers get distracted by seeking
out resumes that match the job they’re looking to fill. Being “good on paper” is rarely
enough to be fit for the job, your company or most importantly your management style.
2. Resumes lack any perspective on candidates’ personality! At the same time, it is
highly important to look for someone with a personality that fits within your company
culture. Personality is key and cultural fit is a big deal; both help maintain homogenous
work teams. So make the right decision so that culturally they fit. A good way of doing
this is to get the right candidates to meet the team they will be working with. Get them to
meet everyone from the seniors to the juniors and get feedback from everyone. [Do you
like them, can they do the job, do your colleagues like them, do they have pleasant
personality, do you communicate well, are they a good fit for the team, etc.]. Most skills
can be learned, but it is difficult to train people on their personality. There is nothing
more important for a business than hiring the right team. If you get the perfect mix of
people working together, then you surely have a far greater chance of success.
3. It is quite normal that the interview process would be harsh! Interviews are not
meant to be personal attack, it is all business. You have invited persons to the interview
to hire them, not to waste their time, so essentially it is their job to lose, they should be
able to handle any form of questioning. If you hire the wrong person, they can do
damage to your business in no time at all.
4. People can learn most jobs extremely quickly once you are thrown in the deep
end. Within three months they can know the ins and outs of a role. If the personality is
right, then proceed to look into experience and expertise. While specialists are
sometimes necessary, versatility should not be underestimated too.
5. Promoting from within is generally a good idea as the employee who is promoted
will be inspired by the new role, already know the business inside out, and have the trust
and respect of their team. Equally important is bringing in fresh blood which in turn can
reinvigorate a business. Fresh blood can also bring a lot of fresh ideas into the company,
as well as experience of from your competitors (in what they do well and what they are
doing badly).
Hiring correctly really is the root to success so do it right! So, it is worth being patient to
find the right person, rather than hurrying and unbalancing your team. However, the best
person for the job doesn’t always walk right through your door. That’s why you need to
go out, take the risk and hire!