5 Tips to Follow to Make Sure You're Hiring the Best of the Best

Hiring the Best

As a business owner or manager, you want to have a team comprised of the best possible employees. Having one employee who doesn’t perform well or mesh with the rest of the team can drag your company down and prevent you from moving forward. That’s why you want to ensure every employee you bring onto your team is the best of the best. To ensure you get the cream of the crop, take a look at these five tips for hiring the perfect candidate.

1. Create a detailed job description

Every employee search starts with a job description. How else will people know about a job opening if there isn’t any information showing others your company has a role that needs to be filled. When it comes to creating a job description, you want to make sure it’s detailed and thorough. If your job description is lacking information, such as necessary qualifications or experience, your inbox will be filled with unqualified candidates, which can take a long time to comb through.

To create a detailed job description, make sure you include these components:
  • Job Title: The job title is just what it sounds like—the title of the job. Examples include electrician, copywriter, teacher, lifeguard, accountant, plumber, etc.
  • Job Summary: The job summary provides a brief overview of what the job entails. For example, if you’re hiring an electrician, a job summary might talk about what an electrician does and why your company is looking for an electrician.
  • Duties and Responsibilities: This section will detail the everyday tasks the employee will be expected to perform if hired. For example, a secretary's duties might be to schedule appointments, make phone calls, and organize company events.
  • Qualifications: The qualifications should include any licenses, certifications, degrees, and work experience needed to perform the job well.

Once you’ve created a detailed job description, post it on job hiring sites like ZipRecruiter or CareerBuilder. You can also post your job opening on your social media channels and in local newspaper ads.

2. Run a background check

Once you begin receiving applicants, run background checks on candidates you’re considering for the role. Candidates may look great on paper, but they may have a dark past that can have a negative impact on your company. For example, you wouldn’t want to hire an accountant or financial planner with a poor credit score and a history of missed payments. If you’re in a time crunch, you may be wondering, “how long does a background check take?” Fortunately, there are plenty of online background check services that can provide results instantly or within a few business days, depending on how much information you want to uncover.

3. Ask for a resume and cover letter


Resume

You should always require an applicant to send a resume and cover letter with their job application. Resumes are helpful because they provide a succinct overview of a candidate’s work and education experience, along with any other skills and knowledge they may have. A cover letter allows candidates to expand on their resume and explain why they believe they’re a good fit for the role at your company.

When reviewing resumes and cover letters, make sure to look for professionalism. If you notice typos or incorrect grammar, it may be a sign that they rush through things and don’t take this job seriously.

4. Talk to references

Along with a resume and cover letter, you should ask candidates to provide at least two or three professional and personal references. Asking for references is a great way to gauge how well an applicant performed at their previous job. You’ll be able to get an honest opinion of a candidate and ask references why they think the candidate might make a good addition to your team. Personal references are also great because they can speak to an applicant’s attributes, such as whether they’re punctual, a good teammate, patient, and hard-working.

5. Host multiple rounds of interviews

Lastly, host multiple rounds of interviews to weed out applicants. Start with phone or video interviews, then move onto in-person interviews for the final few candidates. During the interview process, make sure you ask important interview questions, such as:
  • What interests you about this offer?
  • Why do you think you’ll be a great addition to our team?
  • What is your previous experience, and how can you apply it in this role?
  • Where do you see yourself in five years?
  • What do you look for in a company culture?

Finding the best of the best when it comes to hiring new employees can be a long and arduous process. However, taking your time and doing a thorough examination of each applicant can help you find a high-performing and well-liked candidate.