The hiring process can be a long, tedious one for both employers and potential hires, and for
many, it can be a frustrating one as well. Finding the right person for the job who also has a great
work ethic and availability sometimes seems impossible, but for most companies, it’s imperative
in order to keep standards high and turnover low.
Fortunately, there are several things you can do during the onboarding process to help things go
smoothly and narrow down the field a bit. You’ll want to place an emphasis on the long-term
goals of the job rather than focusing on the day-to-day tasks, in part so you can ascertain which
applicants are willing to go the extra mile, but also to see what sort of ideas they have in regards
to the future of the company and their role in it.
Whether you work with a large corporation or own a small business , here are some of the best
tips on how to do just that.
Find out their long-term goals
Talk to your applicant about their long-term goals; where do they see themselves in five or ten
years? Opening up the conversation about where they want to be in the foreseeable future will
allow you to suss out whether they’re right for the job.
It’s also important to talk about the long-term goals of the position itself. While you’ll want to
take into consideration which specific skills the applicant has, you need to also look into the
future a bit to see the big picture. Don’t focus solely on the day-to-day tasks; rather, take into
consideration whether the individual has what it takes to lead the position to success.
“Achieving goals is often about making tradeoffs when things don’t go as planned. Employees
need to understand the bigger picture to make those tradeoffs when things go wrong,” says
Professor Linda Hill of Harvard Business School.
A great example would be if you were to hire a contractor; of course you want assurance that he
or she can do all the individual tasks the job requires, but the long-term goals are of concern, as
well. What sort of milestones can he or she set within the job, and what is the timeline for those?
How will any problems be handled should they arise? Will they be able and willing to work with
others to achieve their goal? There are many questions involved during the hiring process; you
can find out more in regards to finding the right contractor for the job here .
In short, you can train just about anyone to perform most tasks, but it takes a special person to fit
all the requirements of a position with long-term goals.
One of the best ways you can make the hiring process go smoothly is to ensure you’re as specific
as possible when it’s time to write out the job description, especially if you’re posting it online
for candidates to read before applying. Studies have shown that when companies give a specific
job listing and include what they can do for the employee–rather than the other way
around–they attract a higher number of positively-rated applicants than the companies that list
their needs and demands.
Consider the applicant’s other skills
While it’s certainly attractive to potential employers when an applicant has all the necessary
skills for the job at hand, it’s important not to forget about the other skillsets: social, emotional,
and the ability to communicate. After all, a person with experience in the field may be terrible
with clients because he can’t put them at ease, while an individual without much training but
great interpersonal skills can be taught how to perform day-to-day tasks easily.
Remember that the hiring process can be overwhelming at times and can lead to stress, so try not
to take too much onto yourself. Ask for help when you need it to avoid becoming burnt out, and
when all else fails, try a new tactic during the hiring process.