There are a lot of facets to the hiring process. However, that does not mean hiring great people has to be difficult. In fact, if you view it as difficult, it can become sort of a self-fulfilling prophecy. In other words, it becomes as difficult as you think it will be.
That’s why in this blog post, we’re going to break it down into simple components. How simple? Two steps simple, that’s how.
Step #1—Hire for skills and experience.
This is a logical first step, is it not? In order for somebody to be a good fit for the position, they must have what it takes to complete the tasks and responsibilities associated with the position. These are the “hard skills” for the position.
We’ve addressed the topic of hard skills before in this blog. However, in those instances, those blog posts were for job seekers and not employers. For posterity’s sake, let’s review the characteristics that these types of skills possess:
They are teachable skills. That is, a person can learn them. They can either teach themselves, other people can teach them, or both.
They are quantifiable. This basically means that people can be graded and/or evaluated for their ability with the skill.
In the majority of cases, it’s easier to hire for these hard skills, partly because they are quantifiable and can be graded. As a result, you can measure the skills and abilities of each candidate against some set standard and make decisions based upon that measurement.
Step #2—Hire for personality.
Now we’re transitioning from hard skills to “soft skills.” Once again, let’s start with a definition. Soft skills refer to skills that involve the way a person interacts with others, specifically their boss and co-workers.
Soft skills are also referred to in other ways, one of which is “people skills,” which makes perfect sense. (Since they primarily involve dealing with people.)
Hiring for personality and for soft skills is tied directly to company culture. You want to hire somebody who fits well into the culture of your organization. A person could have all of the requisite skills and experience for the position, but if they don’t “work and play well” with others, then that ultimately defeats the purpose.
So what’s the bottom line with all of this? Production is the bottom line. If you want to hire people who become extremely productive employees, then you must hire for both skills and personality.
Ideally, you want the correct combination of both. If you focus too much on one and neglect the other, you’re setting yourself up for hiring failure.
Time Staffing has extensive experience screening and hiring people in both of these areas. We realize the importance of both and how they contribute to the success of the companies with which we work.
Consider working with us to meet your hiring needs, no matter what they might be. We can provide qualified candidates on a temp or a temp-to-direct basis.
Time Staffing Inc.