How do I Hire The Right Person for my Business?

Despite the media’s doom-and-gloom messaging, there is never a bad time for business. Anyone in any business can skyrocket or fall depending on how well their systems are set up, how flexible they are in face of change and how prepared their team is for a challenge.

When I’m talking with my business coaching clients about the need for flexibility and willingness to plan for tomorrow they usually think of the worst-case scenario kind of thing, but it’s equally important to be on guard for positive changes too, because if you can’t see growth coming, you might just miss out on reeling it in.

Too many businesses  make recruitment mistakes such as:

• Not hiring at all – and shouldering the entire workload themselves
• Hiring after things get busy
• Not hiring the right person to suit their business
• Not being able to let the wrong people go

Two of the biggest factors to successful, sustainable growth are hiring the right people and staff retention.

You need to hire the right people in time to meet your growing demand. Rather than learn by trial and error, take the time to research what to look for and how to hire the right person to join your business and be proactive (not reactive) about hiring before you get busy.

This blog will give you some pointers and explain just how crucial it is to get the right people in to help grow your business.

What Makes A Good Employee?

Sure there is all the standard stuff about punctuality, reliability and positive attitude but it’s not going to help you decide how to narrow down your candidate list. No one is going to rock up and be a dick in an interview, and everyone is going to say they tick the standard boxes so you’ll need to dig a bit deeper to find out what makes a good employee for your specific role.

A single employee can lift a business to incredible heights or bring it down to astounding lows.

Someone with a positive mindset and willingness to accept feedback will drive your business forward and be a leader. Someone who is entitled, a day-long complainer, slacker or gossiper can drag down morale and create a toxic feel.

It’s important you know what steps to take to hire a good employee.

Know what the role is

It’s going to be completely impossible to hire the right person if you only have a vague idea of what you want them to do. 

This all comes back to systems which is something I am a big fan of. When you have your systems drawn up you know every task your company needs, you have a detailed list of how many staff members you need and who is responsible for each task. 

A mapped-out business model means no double-ups, no stepping on other team members’ toes and everyone can see where to go for advice, leadership and cross-over work.

A proper position description not only defines the role with precision, but it will also naturally reveal the skills and personality traits needed to make it work.

As well as knowing what you need, a great position description will let your candidates know what they are applying for and you’ll get more applicants that are better suited for the role – and will really love it going forward.

Ask some proper questions

Forget the standard interview questions, it’s only going to deliver standard (well-rehearsed)  responses – ask questions that will reveal what kind of person they really are. It helps to identify some of the biggest challenges in the role and put these to your candidate:

• If it’s a high-pressure role, how will they organise their workload and get some downtime?
• If there are quiet periods, what can they do to fill their time and stay motivated?
• If there are some big personalities in the team what is their usual way to stay calm and gel with the group?

You’ll need to drill down to the person you really want so think about what will work and gel well with your business type, customers, values and position.

Be upfront about your business goals, any challenges your business is facing and the plans you have for the company’s future. Ideally, you want anyone who isn’t on board to walk away and only have the people who fit want to stay.

Look for internal promotions

Promoting internally has amazing benefits. It allows your best staff to step up and excel in a leadership role, it provides familiarity, it rewards great employees for their effort and motivates everyone else to keep at it and it allows you to know exactly who you are hiring.

Perhaps it’s best to give the job to someone who knows the position, the company, and holds tight to your values.

It can often be cheaper and easier to employ someone to take over that lower-level position than try to source someone with enough experience and leadership to head the team. The added bonus is you have a team member who can hand over for you and be a point of reference your new employee can go to if they get stuck.

5 Tips To Hiring The Right Employee

Here are five things you can do to shake up the recruitment process and hire the right person for your business.

#1. Get out of the stifling interview room

Getting out of the office setting works especially well if you are working from home and interviews aren’t going to be held in a freshly painted room with a big desk – however, it works equally well if you are planning to hold interviews in a freshly painted room with a big desk. 

You can hold your interviews anywhere you like, so really think about what you want to achieve and relate it back to your business and your business culture as much as possible.

Ideally, you want an interview space that is going to have your candidate feeling their most confident and comfortable, with a few little challenges thrown in for good measure.

Rather than just a cafe, pick one that reflects your business vibe, which might be ultra-modern, green, or hipster – you get where I’m going with this I’m sure.

Other locations you might like to consider are:

• Public parks and gardens
• Restaurants
• Beach bar

A busy cafe can reveal how well they focus without getting distracted – and you can also shout them something nice to put them at ease.

You also don’t need to sit down if that doesn’t reflect your company or the position well, a walk and talk might work for you. Don’t go over the top, it’s not about holding wacky interviews, but it is about narrowing down your field to the people who are going to be comfortable working in your office culture and setting.

#2. Ask them to solve a problem

Problem-solving shows you an amazing number of things, not just about how they tackle an issue but their personal, emotional reaction too. Do they get flustered, defensive or prickly when they can’t see an immediate answer or do they show resilience and keep working from different angles?

Try to keep it relevant to your business but don’t be afraid to get creative and come up with some interesting challenges.

At the end of the challenge you can offer some feedback and see how they take it – accepting feedback is a top quality in an employee.

#3. Involve your team

Involving your team by introducing them to candidates is a great way to interact and get their feedback. Bring the candidate into their part of the workspace – or host a Zoom meeting for a casual chat. Keep it social and make this about the candidate themselves, not about their role in the business.

You want your candidate to relax and open up, share personal stories and talk about what they are passionate about. 

What are they excited about moving forward and what they have achieved in their personal life?  This will really give you insight into who they are and what their goals are to see if they are a great fit for your business direction. 

Having your team ask personal questions of the candidate can:

• Allow them to select the person they feel most comfortable working with each day
• Reveal the candidate’s reaction to team personalities and leadership
• Help them feel involved in your business growth and development
• Show connections (or disconnections) in ways that may not have occurred to you

#4. Do the reference checks

I get heaps of excuses from clients about why they don’t bother with reference checks. “They won’t put down someone who will speak negatively of them” being the biggest – but the truth is they are avoiding it because it’s one of those tasks that feel icky – too bad. You need to do reference checks on your number-one candidate for a number of reasons:

• Get a feel for the personality type they worked for previously
• See if they were professional enough to word up their reference that they listed them and might get a call
• Ask why they ended their work there
• Get feedback on their strengths and weaknesses

To reduce the feeling of it being awkward, write down questions you have for them in advance – make it a script if that’s easier. Remember, you want to be sure you are getting the right person for the job, your business growth is depending on it.

#5. Make it a work in progress

Conducting interviews can be tough, you might even be more nervous than your candidates – be kind to yourself, you are learning. As a business owner, there are going to be a lot of new challenges for you to overcome. Remember why it was you struck out on your own and make that the motivation to interview, recruit and grow your business.

The bigger your business gets the more people you can help. The more people you employ, the easier it’s going to be for you to reach the goals you set for yourself.

Document what went well in your interview process and what needed improvement so you can run a stronger and more successful interview next time. It won’t be long until you can ditch the script and feel like a recruitment pro. 

Recruiting the perfect staff members is a daunting thing to face and you can easily get overwhelmed as a business owner. Relax, stay calm. If you get really stuck, schedule a free call and we’ll give you some advice on how to make hiring the right people a cinch for your business.

How do I Hire The Right Person for my Business? – FAQs

Q: Why should you hire the right person in your business?

A: Hiring the right person is crucial for the success of your business. The right person can bring valuable skills, experience, and perspective that can help your business grow and thrive. They can also contribute to a positive work environment and foster a strong team culture. On the other hand, hiring the wrong person can lead to a host of problems, such as low productivity, poor morale, and high turnover rates. That’s why it’s important to take the hiring process seriously and make sure you find the right fit for your business.

Q: How do I choose who to hire?

A: Choosing who to hire involves a number of steps. First, you need to define the job requirements and the skills and qualities you’re looking for in a candidate. Then, you can create a job listing or post on job boards and social media to attract potential candidates. After that, you can review resumes and cover letters and conduct initial interviews to narrow down the pool of applicants. Finally, you can conduct more in-depth interviews and reference checks to make your final decision. It’s important to use a variety of methods to assess candidates, such as skills tests, behavioral interviews, and job simulations, to get a well-rounded view of their abilities and fit for the job.

Q: How do you hire someone for the first time?

A: Hiring someone for the first time can be daunting, but it doesn’t have to be overwhelming. Start by defining the job requirements and creating a job listing or posting. Be clear about the skills and experience you’re looking for, and include information about your company culture and values. Then, review resumes and cover letters and conduct initial phone or video interviews to screen candidates. Once you’ve identified a few promising candidates, invite them for in-person interviews and ask them behavioral questions to assess their fit for the job and your company culture. Finally, make your decision and extend an offer to the best candidate.

Q: How do you identify a potential candidate?

A: Identifying a potential candidate involves looking for certain skills, experience, and qualities that align with the job requirements and your company culture. You can start by reviewing resumes and cover letters and looking for relevant experience and skills. You can also search for candidates on job boards and social media, and ask for referrals from your network. Once you have a pool of candidates, you can screen them through initial phone or video interviews, and then conduct in-person interviews with the most promising ones. During the interviews, ask behavioral questions that assess their skills, experience, and fit for the job and your company culture.

Q: What is the most important factor in hiring employees?

A: The most important factor in hiring employees is finding the right fit for the job and your company culture. This means looking for candidates who not only have the necessary skills and experience, but also share your company’s values and can contribute positively to the work environment. When assessing candidates, look for evidence of their ability to collaborate, communicate, and problem-solve, as well as their motivation and adaptability. Also, consider how they might fit into your team and work well with others. Ultimately, hiring the right fit can lead to a more productive and harmonious workplace.