Expanding your workforce and hiring new talent is an inevitable part of being a business leader. Yet, hiring right is a little more complicated than just reviewing a few resumes and conducting interviews. How can you gauge whether someone is the right fit for the job? How do you “hire right”?
Thomas Edison had a unique method of hiring his engineers. He’d hand them a lightbulb and ask how much water it could hold. Some candidates used measurements and scientific calculations to determine the answer. Others simply filled the bulb with water and then poured the contents into a measuring cup. Which candidates got the job? The ones who used the simple approach.
If only it were that simple for all industries! One of the biggest challenges for companies is hiring the right candidate for the job, and it is a daunting exercise. Most managers have not been trained in the art and science of hiring the right candidate, and many times it results in hiring wrong-fit employees. So, what do you do?
Well, you have to start by having a clear understanding of the position that needs to be filled. You can’t hire right if you don’t know what you’re hiring for, but you may also fall short if your job descriptions are not up to scratch when sent into the great wide world of job portals. Many companies write job descriptions with lists of responsibilities and requirements, but this Wall Street Journal study found that this can alienate qualified candidates. By writing better job descriptions that include what you can do for potential employees, you are more likely to attract candidates who better fit your needs.
Knowledge, skills, and abilities (KSAs) are the key factors that the ideal candidate must possess to successfully perform the job, and by identifying these early on you are more likely to write job descriptions that attract the right crowd. It is critical that a job description not only clearly state the KSAs necessary to qualify for a position, but also the expected behaviors. Although the right skillset may seem like the most important factor in whether a candidate is a good fit, the truth is that skills can be acquired, but personalities cannot. A candidate’s personality traits align with the daily job tasks, and what kind of person you hire depends on the culture of organisation and the kind of job.
Design and utilize an interviewing process that is specific and measurable. This makes you more likely to shortlist candidates that clearly and behaviorally demonstrate that they have the KSAs to perform the job. By asking key questions, you can observe how well the candidate analyzes situations, how rationally or logically the situation is presented and how well they will fit into the job and the organisation as a whole. Not sure whether your interviewing process is up to scratch? Here is a great Checklist to help you conduct a successful interview.
People want to work for companies that keep up with the latest tech trends, so you need to stay up to date. Embracing the digital age means using public social media profiles for, and not only for candidate research!
Editor’s Note: Looking to hire right, without the hassle? Contact us to find out how we can help you.