What You Need to Know About Hiring the Right Person.

ONE EIGHTY RECRUITMENT • September 6, 2020

What You Need to Know About Hiring the Right Person.

Attracting the right employees to your business can be a difficult course to navigate. There is no greater drain of resources and time than hiring and training a candidate who is not an ideal fit for your business. Here at One Eighty Recruitment, we are specialists when it comes to identifying the right fit, and these are our top tips for hiring the ideal person for your project.

Be clear about the role, and exactly what you need in a candidate. Being specific about precisely what you are needing to be achieved will help you to screen candidates effectively. Vagueness or unclear job descriptions will leave your candidate pool open to interpretation and may waste your time filtering through to find the right person.

Get to know your candidates’ aspirations. Does their career plan fit with your growth model? Where do you see their role evolving to and does this fit with their aspirations? Hire people for their future potential as well as just their previous experience.

Facebook’s CEO Mark Zuckerberg has a unique approach when it comes to hiring - hire someone you could see yourself working for if the roles were reversed. While it may seem counterintuitive, it will enable you to see whether this person aligns on many levels. Zuckerberg states that if each person is only hiring people to work directly for them who they would work for, then you're probably going to get a pretty strong organization.

You may not be the best primed for finding the right person, your employees may well be. Extend the job description to your existing employee network. Happy employees are more likely to refer a position to people they know would align well with your company, and the ease of transition of a new team member is smoother where the candidate is already familiar with what matters most to your business.

Be upfront about your company culture and what makes your business tick. Often the intricacies and finer details of a role can be taught on the job, but culture cannot. A candidate who is the right fit holistically will be more open to communicating and growing with your existing team.

Hire complementary skills. Being the smartest person in every area of your business is not something to boast about. Hire people who fill the gaps, experts in a particular niche will get a job done faster and more efficiently than you ever will if you are trying to do everything yourself.

Get out of your chair! Quite literally - take a potential candidate for a walking tour of the workplace. You can tell a lot about a person by how they interact with others, and how genuinely curious they may be about the role. Better yet, take them out for a meal and observe how they treat other people that may not seem integral to the job at hand - a persons’ nature and respect for others are worth more than skills on paper.

Ask questions that throw curveballs. See how the candidate acts and responds when dynamics change and how quick they are to think on their feet. The ability to evolve with a conversation may indicate higher levels of initiative and resourcefulness.

Get digging. References tend to reflect the best sides of a candidate. But in the era of social media, it isn’t as difficult to find a LinkedIn contact who may have the first-hand experience with your preferred candidate. Get a deeper insight into who this person is and how they work.

Make the experience enjoyable for the candidate. While not traditionally a priority, it is important to remember that this is also the first impression a candidate has of your business. Reflect and embody your companies culture and you will naturally find the person who is right for your business.

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