What kind of employees are ideal for your business? If you’ve never actually sat down to consider that, perhaps it’s time you did. The right employees can make or break your business.

If you want your business to thrive in 2019 and beyond, you’ll want to hire the best employees. If you’re an executive recruiter, use these tips to hire the best employees possible.

The hiring process seems pretty straightforward. You publish the job opening on job boards or list with recruiters, collect resumes, and schedule interviews until you find what you think is the right employee for the job.

But what does the right employee look like, exactly? Do they need to possess a specific degree, or a certain number of years of experience? Is there a plan in place if you don’t get a candidate with those specific qualifications?

Making a right hire is not only critical to the success of your company, it is more difficult than many recruiters think it is. Why do so many companies fail?

Making the Wrong Hire Hurts

Hiring managers are tasked with the all important job of hiring the right employees. Hiring the right employee for the job means that you can grow and retain that person, who will hopefully be invested in the company.

Hiring the wrong person for the job increases the risk for turnover, while negatively impacting your team and your clients. Each of these things costs you time and money. Don’t fall for the idea that a warm body in the seat is better than nobody. Hire smarter to hire better.

  • Write more specific job descriptions— this is a basic tip that many hiring managers ignore. If you’re looking for a specific candidate, you’ll need to be more specific in the way you write the job description.
  • If you need a marketing manager who speaks fluent Japanese, make that very clear. Tailoring your job descriptions will help you attract ideal candidates.
  • Hire for culture, train for skills— we cannot stress enough the importance of hiring the person to fit the job, not the other way around. Just because someone has the skills you’re looking for does mean they will fit well with the team. If you find a candidate who is sort of inline with what you’re looking for in an employee, but meshes well with the team, it will be better for you in the long run to hire that person. You can train the right candidate for particular skills, but you cannot train culture. Skills can be acquired over time–personality cannot.
  • Evaluate your reviews regularly— there is no better way to gain perspective on where your company stands than to see what current and former employees have said. Use these as a way to evaluate compensation and benefits, as well as identifying any weaknesses within company culture. Fixing any problems will help attract better employees, who will not worry if they’re making the right decision.
  • Move the hiring process along quickly— candidates do not want have to be tied up for an extended period of time waiting for a job offer. Office Vibe reported that the top candidates are off the market within 10 days. Even if you have not made a hiring decision yet, stay in regular contact with potential candidates and keep them updated on the process. Letting them know they’re on your radar is important if you want a chance at hiring them.
  • Have the culture people want to be a part of— if you’ve got a great culture and a strong benefits package, people want to know about it. Build your brand and let your company culture speak for itself. This will allow you to plan for the future and position your company to hire, develop and retain the best talent in your industry.

If you want to remain nimble in 2019, you must change the way your company recruits talent. Use this guide to attract the best talent to your business and move ahead of your competitors.


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