The increasing amount of work performed online and the quick advancement of technology in the workplace means it is becoming simpler than ever to stay behind a screen.
Interaction with your boss happens via email and instant message at the office, you text your co-workers and colleagues, and orders from clients come through your online ordering platform.
Despite all of this, if you want to move up in your career, honing your professional communication skills is a critical step. Here’s what you need to focus on:
A company’s best asset is its people, so hiring the right person for a job is absolutely crucial.
A good hire can lead to greater sales for the business, a potential future leader to push company initiatives, or a hard-working employee who gets the job done every day.
A not-so-great hire can mean wasted time training a short-term employee and disruption within a department.
There may be several reasons why you’re finding it challenging to find the right hire for a position.
Are you making any of these errors in your hiring process?
If you’re in the middle of a recruiting search, then you hopefully have already a concrete job description, a good idea of a competitive salary, and an ideal start date. But what about the right candidate? It’s more than just academic or professional experience – they need to have the right employee personality traits. If not, you could get more than you bargained for . . . and not in a good way.
If you are hiring, beware of these difficult employee personality traits:
You're sitting across the interview table from a prospective candidate. Their resume is in your hand. You have a notebook of questions to ask and a pen ready to record their responses. As you begin the conversation, you find that they are witty, well-read, and an extensive traveler, as are you.
Like your business partner, they enjoy Italian reds and domestic beer. The company softball team needs a new pitcher and they played varsity in high school. This person begins to evolve into more than your next supply manager. They just make sense. They’re the right. . . cultural fit. Hiring them is a no-brainer.
Or is it?
It’s always exciting to meet potential hires. It means the company is growing, actively searching for new talent, and people are interested in becoming part of the team. And in most cases, you are going to be spending a lot of time with these people so it’s an important new relationship. But what if you should pass on a candidate?
Certainly some interviews go so poorly that it’s a no-brainer that the person is not going to work out. But sometimes, there are equally compelling parts and things that give you pause.
Here are signs that you should pass on a candidate:
We recently posted tips for job candidates about how to line up the best references before they start the application process. But what if you’re on the other side of the hiring table? How can you do reference checks well and learn the most about your potential hire?
Here are things to keep in mind to do reference checks well:
We have discussed in the past how LinkedIn is a must-use resource if you are looking for a job. But it is also incredibly valuable as an employer looking for new hires. With more than 400 million members, there’s a huge pool of talent available. And if you take advantage of the extensive features available, you can easily design a search where you are using LinkedIn for recruiting that is productive and not overwhelming.
Here are some tips to using LinkedIn for recruiting:
There have often been comparisons, rightly or wrongly, to hiring employees and finding dates.
Both require a certain mutual positive chemistry, shared interests and alignment of goals. Many can result in long-term relationships. But whereas it can be a bit touchy to run a criminal background search, do a credit check and interview references on a date, it might well be best business practices before sharing computer passwords with your next employee.
An applicant can look great on paper and sound fantastic in an interview without ever tipping off that they have a less than stellar past. Some of that might not be a cause for concern – after all, do you really want to hold against someone an arrest for a student protest from decades before?
But people are aware of the stakes when they are applying for a job, and can selectively forget to mention criminal histories and financial difficulties that can take them out of the running. It is also not unusual for people to get “creative about their educational or professional pasts – a correspondence course gets reinvented into a four year degree, a summer internship is elongated into a two year role.
Whether it is truly misleading or just poor judgment, it can be an important step in your hiring process to ensure that you have independently researched your potential employee. In fact three-quarters of small businesses now conduct background checks.