Thursday, May 25, 2017

What To Look For In A New Hire



            You’re an employer or business executive scouting talent for your business. But time and time again the hiring process reveals itself as a time consuming and costly process. The problem of finding motivated and efficient employees that stay that way in the long run and decreasing the overall turnover rate of your business definitely constitutes a dilemma for most entrepreneurs trying to optimize hiring.
            Because hiring new employees counts as a costly affair as well as an investment, it is natural that a company should make employment decisions that lead to the reduction of turnover, and instead, the retention of hard-working and motivated employees to mitigate overall losses. The first interview stands as one of the key gateways that you can use to directly control the expenses of hiring through a thorough investigation of a potential employee.

            That said, we can assume that there are a number of traits that are reliable signs or giveaways regarding how confident you can be as an employer regarding the future investment of a candidate. Let’s delve briefly into which traits to prioritize when it comes to vetting your newest hires.

1. Long-Term Potential
            One of the key areas where  you can aim to minimize costs is the reduction of turnover rate, since employees quitting the job abruptly actually creates a majority of cost through wasted investment put into the training of that employee. Therefore, employers and recruiters should vet interviewees  for traits that emphasize employment longevity as well as the ability to commit. As a basic example, you should think twice about hiring someone with a very punctuated record of employments that last a very short amount of time, as this indicates that the person likely will not be able to hold onto a job you give them in the long-run. In contrast, an individual with college or graduate degrees or with a steady record of employment implies a reasonable choice.
           
            The type and number of certifications that an employee has may also reliably reveal their attitude toward learning and their potential for long-term growth in the company. By recognizing the appropriate elements on a potential hire’s résumé, you can create a system of metrics that categorizes and sorts new hires based on average employment time, giving you a clearer overall picture of how an individual’s credentials may impact your turnover rate of your company or startup.

2. Meeting a Bottom Line and Producing Results
            In order for your new hire to contribute significantly to the efforts of your company, he or she will need to be capable of actually generating results through work. There are plenty of individuals who look good on paper, in terms of the titles that they hold, but a true and comprehensive litmus test of an individual’s employability should take into account their ability to actually make an impact through their work.
           
            Allowing potential hires to brag about their previous results and efforts and to explain the strategies they employed to accomplish their goals will lead to a better sense of that person’s ability and competence. Further, only through hiring individuals shown to possess a track record of producing solid results can a company apply a more robust growth strategy.

3. Passion, Enthusiasm, and a Practical Mindset
         As a general rule of thumb, the ideal hire should be passionate and have some sort of vested interest or involvement with regards to the work they are participating in at your company. For example, if you were sifting through potential medical school applicants, one of the questions you might ask interviewees might be “why do you want to become a doctor?” The connection between the reasons for becoming a doctor and their abilities to actually perform doctoral responsibilities are crucial. In the same vein, the reasons as to why a job applicant is interviewing for a certain position is important may impact their long-term retention and desire to advance within a company.
           
             This trait should be coupled with a practical mindset, as being able to think practically will allow a hire to actually produce results for the company by utilizing the resources given to them in an innovative manner to come up with solutions.

4. Being a Team Player and Having Good Communication Skills
            Giving credit to others when credit is due or simply being able to function and strengthen a team when working on a project are foundational qualities that are important for any business that strives to use the coordinated efforts of different people to achieve a result. Being a team player and communicating effectively leads to a greater ability to synthesize original ideas from a number of different platforms to enhance the quality of solutions that are delivered.
           
            As an employer, you should ask for experiences that help illustrate an interviewee or hire’s previous work experience in order to get a better sense of how they might fit in with your company.

Conclusion
         To sum it all up, when looking for desirable qualities in a new hire, you should prioritize traits that mitigate chances of an early turnover, such as a history of steady work, an ability to commit to tasks and roles, and unencumbered intellectual curiosity. Ideally, your new hire or interviewee should also demonstrate an ability to reliably produce results and evaluate things from a practical perspective, a vested interest or passion in the work they are seeking, and the ability to function or coordinate well in team environments.

No comments: