Hiring Smart: Six Steps to the Right Fit
We believe that just about every business in Hampton Roads should hire someone. But not just anyone; we think they should hire people who are the best fit for the company.
Of course, that’s the mission of every hiring manager ever; after all, nobody sets out to hire a disastrous fit. But how do you make sure you find the person who clicks?
- Think beyond the job description. Job descriptions are usually a list of tasks and roles that the job calls for, often the bare minimum to complete the job duties.
- Make it specific. The larger the company, the less likely the job description is to have been customized for the particular job you’re seeking to fill, in this specific place and time. Look at the processes, people, leadership and local idiosyncrasies unique to the situation you’re hiring for.
- Make it part of the company’s mission. How does this position serve the goals and mission of the company, the company leadership, the CEO, etc? Not only will this help you find the right person, it’ll help you keep them: people stay at jobs longer when they understand how their work is contributing to part of a larger effort.
- Take it higher. Don’t just look at what the bare minimum would be for the job. What would success look like in this position? Don’t think too much about what perfection would look like, because that’s not likely to happen. Give yourself a range of possibilities that all qualify as success.
- Get concrete. When you’re looking at what counts as success for the position, attach actual outcomes to that. Think percentages, benchmarks, achievements—anything that can be measured and that isn’t nebulous.
- Now, find the people who most closely match that. You’ve just created a well-defined “spot” in your company rather than an amorphous hole. Now you can review applicants for the mixture of skills and personality traits that will best match the position.
We really want to emphasize that “most closely match” bit in the last item. It’s tempting to get caught up in trying to find the “perfect fit,” but that’s a great way to waste a lot of time, energy and money and to overlook some potentially great fits who might not be letter-perfect. Using your new criteria, look for the best available fit.
This job market means that there will never be more qualified people applying for any position you may offer, so instead of assuming that the perfect candidate is “out there somewhere,” assume that several of the best available candidates have applied.
If you’re still not sure about the person you’re considering for a job, Reliance can help you offer the position on a temp-to-hire basis. We like to think of this as the “try before you buy” approach to hiring, and it can help you make sure the person you hire is a good fit in terms of personality, culture and work habits. Contact us to learn more about it.
What experiences have you had with hiring, whether it’s the wrong fit or the right fit? Let us know in the comments!
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