Effective hiring is an intensive process. It requires a certain amount of time, energy, and effort. That’s one of the reasons why it’s so difficult to do.
After all, many hiring authorities and hiring managers have other responsibilities and duties. They often don’t have the time to devote fully to the acquisition of new employees. As a result, things can “fall through the cracks,” so to speak. And when you’re trying to hire the best job candidates and workers, you can’t afford for that to happen.
Below are six important questions to ask about the next person that your company hires:
#1—How has the job description changed since the last time we hired for this position?
There’s a good chance that the last person in the role altered the job description while they were in it. Without identifying the ways in which they altered it, you run the risk of making a mis-hire. That’s because you’ll hire a candidate who matches the old job description, as opposed to the new and updated one. Consult everyone associated with the position to ascertain how the description should be changed prior to advertising it.
#2—What does the ideal job candidate look like in terms of personality and soft skills?
Hard skills and experience are just one side of the equation. Personality and soft skills are the other side of it. That’s because more than likely, the candidate will have to interact with other people. This includes co-workers and possibly customers. How well they interact with both groups will help determine their success.
#3—What are the specific steps of your hiring process?
If you haven’t identified these steps, then you increase the chances that you’ll miss a step or that there will be miscommunication between the people involved. Not only that, but it will also be more difficult to let candidates know where they stand in the process if you don’t know exactly what the steps are. Knowing the process inside and out is mandatory for generating optimal results.
#6—Which members of the organization will be part of the hiring process?
Knowledge of the people involved in the process is just as important as knowledge of the process itself. Not only should you know who is involved, but you should also know why each person is involved and what their individual roles are. This serves to increase the effectiveness of the communication between team members, which will lead to better decision making regarding which candidate or candidates you ultimately decide to hire.
If you’re pressed for time, a staffing agency can help. An experienced staffing firm with a track record of success can help you identify and hire the workers that your organization needs to excel!
Last year, Time Staffing won ClearlyRated’s Best of Staffing Client and Talent Awards for providing superior service to their clients and candidates. ClearlyRated's Best of Staffing Award is the only award in the United States and Canada that recognizes staffing agencies that have proven superior service and quality based entirely upon ratings provided by their clients and job candidates. Time Staffing received satisfaction scores of 9 out of 10 or 10 out of 10 from 75.4% of their placed talent, significantly higher than the industry’s average of 45%.
Contact Time Staffing today to find out more about our placement services for employers!
Time Staffing Inc.