No matter what kind of business you run, it’s important to find the best employees possible. If you want your company to truly excel, you’ll need to find the employees that best fit your company culture. When an employee begins working somewhere and isn’t a good fit, it can seriously impact the business as a whole. It can be difficult to know whether or not a person fits at your company from a relatively short interview. However, there are steps you can take to weed out employees that just aren’t the right fit for your business.
Create quality job listings
When you begin posting your job openings, make sure the descriptions are clear as to what you’re looking for. Too often, companies create vague posts that lead people to believe they’d be ideal candidates for the company when really it doesn’t fit them at all. Also avoid creating a listing that’s too long, because many people will skim the job listing and apply even if they don’t fit the profile. Write a clear and concise job listing and you’ll get better candidates.
Marketing your business
As you begin sharing your new job listing, successfully market your company. Keep up consistent, quality marketing so your business looks like a desirable place to work; you’ll attract genuine talent this way. Make sure you post the job listing on various sites as well. The last thing you want to do is simply post it on your company’s website. Utilize job boards and social media sites and share your job openings and information about your company. The more people who see your job posting, the more ideal candidates you’ll find.
Think about your ideal employee
Instead of simply leaping into interviews, take time to carefully consider the type of employee you want with your company. Reflect on your company’s ideals and the type of culture and working environment that’s there. You might like an interviewee as a person, but if you aren’t sure they can cut it at the company, move on to someone else.
Use extensive interviews
Before beginning your interview process, reevaluate what you’re doing and make it more extensive. Include unique types of interview questions and maybe even consider doing a personality quiz or something more interactive. Avoid conducting short interviews; take time to really get to know the person you’re speaking with. Instead of rehashing the typical topics, such as their job history and education (you can find this basic information on their resume), learn how they operate as a problem solver or how they feel about working with other people or handling difficult situations.