There are so many challenges that you may encounter while running your business. Working with the wrong employees being one of them.
Not only is it demoralizing but also it may cost your business a lot more to maintain incompetent employees.
If your employees are giving less valuable input to your business you may have to spend more money to either employ other employees or outsource services that could be insourced.
This will in turn place your business in a financially tough situation.
However, the best approach to avoid such circumstances is to take time and find the right employees who are going to bring more valuable inputs to your business.
Here are some of the key points you need to take when choosing the right person to hire;
1. Skills and experience
You may be wondering why I have not listed education as my first qualification.
The main reason why people go to school is to gain practical skills in a certain field. You may have the educational qualifications but lack the skills. This is to say skills are equally important or even greater than educational qualifications.
Some top companies may have overlooked the education qualification of an employee but one thing that always stands out is the skills and experience a person has.
The cost of education has made a lot of people take a different way and self-teach themselves. Many apps and software we use today have been designed by self-taught developers.
However, this is not to say that education is not important. I don’t know about you, but I will not trust a self-taught doctor to conduct an operation, would you?
The next thing you need to look at is education. This is what will set apart all those candidates who possess the skills and experience needed.
You may have all the candidates with excellent skills and experience but the final determinant is proof of education.
Not just any type of education, but what matters is the quality of education. This is why online education has received a lot of mixed opinions from human resource management services.
Some people view online education as inferior compared to its traditional face-to-face counterparts.
Be adamant about finding the right candidate with good quality education to back up their skills and experience.
3. Attitude and body language
It is very easy to find somebody with the right skills and the right education qualification in that matter.
The next thing to narrow down to the best candidate is looking at their attitude and body language.
The common approach interviewers take during interviews is to ask questions that in many cases do not relate to the job position.
You may choose to ask questions that prompt a person’s moral sense. For example, giving a scenario and asking them what they will do given the one that position.
Carefully read and analyze their body language to see whether it gives off the interpretation you’re looking for.
You may also want to ask questions that prompt a person’s ethical behavior in a work environment. This will be a great day in helping understand how a candidate will relate with other employees and their superiors.
4. Passion, motivation, and goals
The right candidates always show commitment and drive to their personal and professional goals.
When interviewing entry-level candidates ensure you get a glimpse of where they want to see themselves in the future.
Get down to the reason why somebody is taking that job in the first place. Some candidates may be there to gain experience while some maybe there just for money.
The question of how much percent would charge for their services is very important to find the right candidate.
Normally, the candidate is triggered to do a personal self-assessment of what they think they are worth.
An entry-level or an intermediate may charge a little bit lower than what an expert would.
When somebody’s price says they are services higher it goes to show that they know their input is higher and it is something a company may want to have.
Finally, It is so important to always follow up on a candidate’s reference.
It is not uncommon to find candidates who sleep in bogus references just because they think the human resource department may be too busy to follow up.