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Hiring Employees: Six Tips for Recruiting Top Talent
Hiring employees is a difficult task, yet it's absolutely crucial to a company's success. Small business owners and executives are often concerned about being able to recruit top talent without the aid of a large human resources department or a high-priced headhunter. While recruiting and hiring are significant challenges, owners and hiring managers can develop effective processes for weeding out unsuitable candidates and finding someone who will be a great contributor to the organization.
In addition to being thorough about the hiring process, owners and executives need to be willing to take some time in locating the right candidate. While it can be tempting to hire someone right away, this urgency can lead to hiring the wrong person, something that could cause significant damage to your company's reputation, operations and finances.
Here are six tips for hiring employees:
- Develop a coherent job description: It's hard for employers to attract top talent if the employers aren't clear about what they are looking for. Whether a business owner decides to hire a headhunter or prefers to manage the hiring process in-house, developing a description of the job, as well as traits of the perfect candidate, shortens and streamlines the recruiting process. Some industries require specialized knowledge and qualifications so be sure to incorporate those into the job requirements.
- Use behavioral interviewing techniques: A behavioral interview question begins with the interviewer providing a scenario to a candidate, such as dealing with a negative coworker, and then asking the candidate to describe how he or she dealt with a similar situation in the past. This line of questioning provides the interviewer with some idea of the candidate's ability to perform in the workplace.
- Do some due diligence: In addition to standard background checks and resume verification, hiring managers should spend some time talking to people who've actually worked with the candidate under varied circumstances. When possible, hiring managers should go beyond the candidate's previous supervisors and should talk to former colleagues, clients and subordinates.
- Consider company culture: While education, professional credentials and experience are important, a candidate's ability to fit into a business is also a major factor for future success. Multiple colleagues should take part in the interview process. When reviewing applicants, ask team members whether they think they'll feel comfortable working with the candidate.
- Tap your professional networks: Don't assume that you are completely on your own when it comes to hiring. Your professional colleagues can help you identify good job candidates and provide feedback on workers who are already in your candidate pool. Remember, candidates list references who will paint the candidate in the best light; your professional contacts may offer more nuanced information about the candidate.
- Consider third-party help: If you are hiring for key positions, think about hiring a professional recruiter or even an HR consultant to assist in the process. If a bad hire in your open position could harm your business, it's better to invest in your hiring process than in damage control later on.
Learn more about Cadence Bank's Direct Deposit, which allows your company to automatically deposit employees' pay into a Bank-at-Work account.
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