How to Hire the Right Person

How to hire the right person

Hiring staff is an expensive and time consuming process. Make sure you get the right person
in post. Here are some tips and advice on getting it right the first time.
1. Putting together the correct job description.
Take time on this one. You can’t possibly expect to get the right candidates apply if the job
description is either vague or wrong. The job should have both a clear title and a well
communicated job description.

2. Who is going to interview the candidates?
When putting together the team involved in interviewing the candidates, make sure you
include people who are likely to be working with the successful person. Having people who
are currently doing a similar job or a closely related role will help in accessing the candidate
for both their suitability for the position and their ability to fit within a team.

3. Structuring the interview.
Preparation is everything. The choice of questions and the structure of the day should be
carefully planned in advance. This is particularly true if you have a number of people on the
interview panel. Ensure the questions make sense, glean the information you need from the
candidates and importantly do not discriminate in anyway.

Try and structure your questions to aim for the 70/30 rule. The candidate talks 70% of the
time and you 30%. During your 30% you must communicate the job involved in a detailed
and correct fashion. If the reality of the job is very different from the impression given at
interview, you are much more likely to lose the candidate during the probation period. A waste
of time and money for all.

4. Communication during the selection process.
There is simply no excuse for not communicating well with all candidates during the selection
process. Remember this is the impression of your company they will be left with for some
time to come. It should be a positive process for all those involved not just the successful
candidate. Make sure there is a system in place within your team for replying to those who
have applied promptly and professionally.

5. The art of shortlisting.
For your own sanity don’t be tempted to shortlist too harshly. Anything can happen and if you
lose your favourite candidate you want to have at least two others to choose from. Also be
aware that some people interview better the second time round and there might be someone
who stands out during the second round.
6. What to do when they start.
Induction: So you have the right candidate, now is the time to ensure they have the right
induction process in order to come up to speed. Remember though it does take a while for
people to settle in and start to perform to a standard.

Probation: These probation periods are recommended for all those involved. They can vary
in length, but are usually six months. Use this time for further test your candidate’s skills and
talents, but remember they will also be accessing you, so ensure you deliver on promises
made at interview.

Follow up: It is also important to complete the process of hiring in a professional manner.
Make sure all the paperwork required is up-to-date and signed correctly. If there have been
some specific issues at interview, such as salary increase, pension transfers, promise of
benefits etc. make sure these are followed up and completed in a timely fashion.