What to Look For When You Hire Next

February 22, 2012 by  Filed under: Management 

Whether your business is seasonal or you are going through workforce transition, you need to evaluate who comes through the gate and becomes an employee representing your business. We’ll discuss three areas you must cover in the hiring process, so you can minimize the effect of bad hiring: the relevance of technical skills, interpersonal skills, and the energy each person bring to work.

When you post a job, you’ll most likely indicate the specific technical needs of the current position. That part seems easy. But don’t just take the requirements list at face value. Talk to people who would be interacting with the new hire-ask them what else is important that isn’t mentioned on the list.

Be as specific as possible with the required responsibilities. Be clear on what is necessary and what is a plus. As you interview, ask them about their experiences solving problems using the skills they’ll be using in the new job. Avoid questions like, “Can you do x or y?” Do you really think that someone will answer, “No, I can’t?”

The more critical aspect of hiring has to do with interpersonal skills. The workforce these days requires the ability to work with others. Very few jobs do not require interaction with others, whether you’re speaking to colleagues, customers, vendors, or even a supervisor. Getting a person on board who has the technical skills–but lacks interpersonal skills–is a sure way to invite disappointment and even unproductive stress to your organization.

If the position requires interacting with people outside of your organization, it is important to require good verbal or even written communication skills. Think of hiring the “face of your organization.” What is the impression that people will get when they interact with this individual? Now, people put their best foot forward when they interview. If you are not fully satisfied with your interaction during the interview, most likely others wouldn’t be either.

When you look at the energy an employee brings to his work, you look at the person as a whole. Here are some question to consider:

  • Do you expect someone dealing with customers with enthusiasm and high energy?
  • Do you need someone with a calm demeanor?
  • Would it be best to have someone who easily follows strict guidelines?
  • Would it be best to add an innovative spirit to your team?
  • Does your workplace welcomes humor?
  • How helpful is it to be empathetic in this position?

Each position you fill brings with it an opportunity to take your organization to the next level. When you pay attention to the technical skills, the interpersonal skills, and the energy of the employee you hire, then you can help create a work environment that is positive, stress free, and invites customers to do business with your company.

If you’re facing a situation where you’re dealing with a prior hiring decision that resulted with an employee who isn’t a good fit, you can learn more about your options on problememployeesolutions.com.

As a certified professional coach for The Round Well Coaching and Business Development, Tmima Grinvald is part of an expert team devoted to empowering entrepreneurs, managers, and small business owners to get desired results with their teams in areas that are currently lacking or absent. Their work ranges from helping teams close sales effectively to dramatically increasing employee productivity to building and fulfilling a long-term growth strategy. Check out The Round Well Coaching and Business Development for more information about increasing employee engagement.

Article Source:
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