No matter what you’re hiring an employee to do or run, it’s always challenging to make sure that you’re recruiting someone who will follow your rules and help your company grow. Hiring an employee who later turns out to be unmotivated or unqualified for the job can go beyond influencing the workplace, and can affect the success of your business sales.
If you want to make sure that your new employee will follow your work ethics, just do the following.
Hire a Recruitment Agency
One of the most efficient ways to make sure you’re hiring a professional is to look for a service that will take care of that for you. While this step is not necessary if you’re hiring a manager for a retail store, for instance; when you’re looking for a specialist, especially in the engineering field, hiring through a third party is highly recommended.
A quick research will help you find an engineering recruitment agency in your area; these companies provide you with employees that they have already evaluated, so you don’t have to go through the hassle of doing so yourself. Such agencies often have a whole network of specialists, comprising a wide range of industry sectors. This will help you save the time of going through an endless list of resumes, and will ensure that whoever you’re hiring will be punctual and will stick to their word.
Take a better look at their resume
It’s not just the number of years of experience on a resume that accounts for the professionality of a prospective employee, it’s how oriented they are when it comes to their career path. Take a closer look at their resume and see if their numerous experiences align with the same path, or if the candidate has been juggling different jobs over a short period of time for no valid reasons.
You want to look out for someone whom you know will be loyal to your company in return for personal growth and professional experience. Someone who is career-oriented will deem your job an opportunity to further their career.
Almost any resume will have references available upon request, but that’s not something that should be left ignored. Ask your candidate for those references and make calls to their former bosses. Their former superiors will let you know how reliable they have been and if they had caused any significant issues that you should worry about. However, make sure that whatever you’re told is taken with a grain of salt, whether positive or negative.
Many employees abruptly quit their jobs from companies with abusive management or other valid reasons, so make sure you discuss with your candidate first why they have left their former workplace, and ask them if they’re on good terms with their former managers.
Don’t be a Perfectionist
If your idea of a professional employee is the perfect employee, then you’ll never be satisfied with any candidate that applies for the job. Every candidate will have a flaw that you’ll inevitably notice, but unless it’s a flaw that can drastically affect their work flow and performance, it should be overlooked.
Focus on their skills, rather than their ability to be eloquent in an interview that they’re trying to ace. Anyone with a potential for growth will make a great asset to your company.
Make the Interview Questions Simple
When interviewing your candidate, lay off the hackneyed questions of where your candidates see themselves in the coming years. The fact is, even you probably don’t have an answer to that question. Interview questions should never be puzzles that challenge your candidate; they’re an opportunity for you to get to know a prospective employee better.
Ask candidates about their experience in a particular company, what they like to do for fun, and if they see themselves working in this career path for a long period of time.
Implement a Probation Period
A probation period will help you observe the actions of a new employee, and keep them under scrutiny until you’re more familiar with their skills and work ethics. Although most employees will behave a little differently in this phase, it still provides you with an idea of how an employee behaves in the work environment. Don’t hesitate to ask other employees about a new recruit, but make sure you take opinions with a grain of salt.
All hiring a professional employee takes is an observant eye and a long conversation. Make sure you give your candidates the chance to speak about themselves in an interview without actively trying to intimidate them with any challenging questions. If you use these tricks in the hiring process, your organization will grow to have a professional network of dedicated employees.