Hiring the right person could be the difference between failure and success for your business.
If you don’t get the right person on your team then you could end up having to replace them, which according to research costs an average of $18,982 per employee in Australia.
Getting the right person on your team is all about your hiring process.
The reality is that you never really know with full certainty who you are hiring and how well they will perform and fit in with your team culture.
That means that the best thing you can do is put in place a hiring process that gives you the best chance for getting the right person.
Keep in while you are hiring that there are two halves to a good staff member: their technical ability, and how well they fit in with your culture.
The personality part is way more important for retaining your staff and saving the time and expense of hiring a new staff member.
Hiring based on personality can also increase employee buy-in, which you can read about here.
Step one: identifying technical ability through their resume
Usually when you’re a business owner looking for a new staff member you upload an ad to Seek, or a similar platform, and you get a whole load of resumes in.
Those resumes tell you what the technical ability of a potential staff member is.
They don’t tell you who that person is, or how they will fit in with your company culture and stick around as a valued employee.
Therefore, resumes are good for identifying technical ability, but once you have used them to filter technical ability, they should be a smaller part of the decision making process.
Step two: get a very basic understanding of a person through a phone interview
Now that you have determined the applicant is sufficently technically competent, you begin the process of determining if they are the right fit for your business.
The first step here is a simple phone interview.
The phone interview will not tell you everything about a person, but you should set it up in a way that allows you to start filtering individuals prior to a face-to-face interview.
You might want to include some generic questions you ask all phone interviewees or just keep it really basic. The point is, you use the phone interview as a basic filter prior to a face-to-face.
Step three: face-to-face interview
This is where you determine, to the best of your ability, if the person is the right person for your business.
Some employers still orient towards more technical questions different a face-to-face job interview, but I think it’s really about learning who that person is, instead of what they have done in past roles.
The right person with the right attitude will probably be able to learn what they need to do in their position.
Therefore, the first face-to-face interview is about letting the applicant get comfortable so that who they are can really come out.
Your goal here is to let them be themselves as much as you can so you can really get a feel for what they will actually be like after you employ them.