2017-01-04 11:31:00Advice & TipsEnglishHiring the best employee isn't always plain sailing. How do you navigate through those who aren't going to work and find the ideal...https://quickbooks.intuit.com/uk/resources/uk_qrc/uploads/2017/01/2016_2_16-small-am-small-business-guide-to-affiliate-marketing-300x300.jpghttps://quickbooks.intuit.com/uk/resources/archive/ten-tips-hiring-right-employee/Ten tips for hiring the right employee

Ten tips for hiring the right employee

3 min read

Hiring the right employee isn’t always easy. You want to find an employee who can help to expand your company and who’s a good fit for your business. Making a poor choice can do your company more harm than good.

Here are ten tips to help you when hiring the right employee for your company:

  • Talk to possible employees on the telephone first. Even when someone’s CV looks perfect for your company, having a chat with them will reveal far more about their motivations, experience and suitability for your business.
  • Help people prepare for their job interview. You want to give candidates the best chance they have to impress you, so give them information about the interview to help them get ready. For instance, if you want them to bring along work samples, tell them.
  • Interview a number of different people. Aim to conduct interviews with at least three candidates – and perhaps one or two more. It’s much easier to assess someone’s suitability when you can compare them to other candidates.
  • Stop to listen in each job interview. It can be tempting to waffle on when you’re hiring explaining your company’s operations, benefits and rules in great detail. But it’s much more important you hear what the candidate has to say.
  • Be realistic about what sort of employee you’re hiring. You won’t get a highly experienced manager if you can only afford an entry-level salary. And it can be tricky to compete for the best people with bigger, better-known companies.
  • Assess each potential employee in the same way. When hiring the right employee, it’s only right to treat all candidates fairly. It means they’re competing on a level playing field, and helps you to judge their suitability fairly.
  • Never promise anything you might not be able to deliver. For a start, it’s unfair to potential employees. And even a spoken contract can be binding. So be careful!
  • Don’t employ them just because you know them. Someone might be your best mate, but that doesn’t mean they’re necessarily the right employee for the job. It’s vital you assess their suitability just like anyone else.
  • Don’t put too much behind a CV full of big names. A candidate isn’t right for you just because they went to a famous university or spent several years at a prominent multinational. It could mean they don’t understand life at a smaller company.
  • Beware of first impressions. They can be misleading when hiring the right employee. Whether it’s on the phone or in person, let the interview flow. If you think someone is right for the job, a second interview is a great way to confirm your choice.

Creating a job for someone specific

The most common method in hiring a new employee is to identify a need in your business, then search for a person with the skills and temperament to meet that need. But often, smaller companies identify someone they think is right for the firm and then create a job to suit them.

This can be a good way of getting hold of an employee who you know will do a dynamite job. It could be a friend, a former colleague or even a family member. They might not fit a typical job description, but they might have the perfect drive, attitude or ideas for your business.

Companies often expand because key staff have particular abilities and contacts. So it may be that by hiring someone specific in, you can grow your business much more quickly. It’s still important to have a job description, of course – but in this scenario your new employee can help to write it.

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

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