Of course every business owner wants to hire the best employees possible. How does one go about finding the best? Take each piece of information including resumes, cover letters, telephone conversations and interviews along with pre-employment testing and references to narrow down the field to the "one".
Utilizing several different recruiting methods is a sure way to increase your odds of finding a diverse group of individuals. The wider and more complete your search, the greater the results. Place powerful advertisements in your local newspaper as well as online job-hunting sites that will attract people from other areas of the country that might be moving to your town. Be specific with the details of the position. Prospective employees want to know exactly what tasks they will be responsible for.
Resumes and cover letters will start flowing in the day the ad runs. Much is to be said for someone´s resume and cover letter. Are there misspelled words? Does the cover letter portray an individual with potential for this particular position? You will receive resumes from overqualified individuals as well as under qualified. Take the time to review each one carefully, screening out the ones that are absolute "no´s".
Always prepare for your interview process and allow enough time for each interview. Screen your candidates by telephone prior to the interviews to eliminate those who immediately reveal that they are not right for the job. There are certain expectations on each side, such as salary requirements, if there is overtime involved, etc. Cover these issues in the telephone screening process. There is nothing worse than showing up for an interview, only to find out at the end that the pay is much lower than you are willing to accept. There is no sense in wasting anyone´s time — yours included.
The questions you ask in an interview should reflect the most important responsibilities associated with the job. Closely review a candidate´s application and resume for valuable information. Look for inconsistencies, gaps in employment history, frequent job changes. Ask why an individual left previous jobs. Ask about strengths and weaknesses.
It is important to understand that interviewees are forming an impression of you and the company you are representing. I once interviewed with an office manager and a managing partner for a position as an accountant. The office manager was clearly undermined by the managing partner. The office manager would state a specific about the position and almost immediately the managing partner would say "no, you´ve got it all wrong". I left that interview knowing I would never take the position. Why? Because the impression I received from that company in just the small amount of time I was there, led me to believe that this was a company of great discord. I had asked why the previous accountant had resigned. The office manager was about to reveal the information I was looking for when the managing partner changed the subject. Remember, you may be interviewing, but the prospective employee is watching you for clues about the stability and atmosphere of your company as well.
Listen — the less you speak the better. As the candidates speak, prepare your next question. Review the resume for consistency. Ask open-ended questions, smiling and responding where appropriate. Make the interviewee feel at ease. Thank the candidate for the time it took to interview and let them know you will be in touch, no matter what the decision is. This is much appreciated. It does not show professionalism when you say you are going to make a decision by the end of the week and you will be in contact, and then do not follow through. Always keep your word.
Obtain at least three references and call them. A person might present themselves very well in an interview and then when references are checked, a whole new scenario appears. Narrow the selection down to three and if needed, call the candidates back for a second interview. You should always go with your initial instinct. Remember, interviews are like dates — people have their guard up, they don´t reveal their true personalities and you have to read them by their facial expressions, body movements and voice tones"?¦.and after the hire? Hopefully you did a wonderful job in picking the right person — you never truly know someone in such a short amount of time.
“To find out what one is fitted to do, and to secure an opportunity to do it, is the key to happiness.” ~ John Dewey