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How to hire right for your business

by Blog Author Telkom ‎12-07-2017 01:15 PM - edited ‎17-07-2017 10:37 AM

Whether you’re starting a new business or expanding your existing one, there are so many considerations that you need to make on an ongoing basis, and one of these is recruiting suitable people for your company. Who you choose to hire will have a significant impact on the success of your business, which is why this task should be a top priority for you.

Here are some important considerations to make when hiring for your business.

Make the right culture fit

Before you even start the hiring process, first make sure that you have defined the culture and values of your company, and that these are embodied in your business. Understand your goals and vision and how these may guide you in who you will select to become a part of your company culture. It is important to seek out people who share the same ideals to help steer and lead the business forward.

Define exactly who is needed in the role so that you can build a team that is in line with your company vision. The wrong ‘culture’ fit could have a big impact on your already established culture, which is why this is an important consideration when hiring.

Hire for attitude

The single most important part of hiring the right person is to look for the right attitude first. Skills can always be acquired through training, but a person’s attitude comes with the package. Most companies’ first look for the right set of skills and experience, but employees are most often pushed out or fired because they don’t align with the company’s core values.

When you are interviewing potential employees try to get an understanding of their loyalty, integrity, and quality of work. You can’t make up for an attitude mismatch with experience and skills so it is important to fully understand what the core values of your potential candidate is upfront.

In every business there are always ‘A’ players, ‘B’ and ‘C’ players. ‘A’ players are your top employees while ‘B’ are middle range and ‘C’ are just waiting for their day to end so that they can get home. ‘B’ employees can be turned into ‘A’ players, but ‘C’ employees can easily drag a ‘B’ player into a ‘C’ employee. Try to rid your business of the underperformers as they can affect your company culture and hinder success.

Communication

Just as much as an attitude and culture fit are important when hiring so too is whether your potential hire will be able to communicate effectively within your team. It is important to find an employee that will be able to communicate with a diverse group of people within the office. For example if your team is young and in tune with industry jargon ensure you bring in someone who understands the jargon and able to communicate effectively. This will also help with the new employee’s on-boarding process.

Skills

You should be hiring for attitude first, but a skills set is still important. Your prospective employee has to have a solid foundation of experience and skills first before you consider them. Some skills may be missing and this is when you will do training to upskill. By tailoring your recruit’s skills to your particular needs you will be able to make them an effective member of the team who will also contribute positively to your organisational culture.

An effective method to gauge your prospective hires skills is to test them in an interview. If it is for a sales position, get them to pitch to you about a product or service. This will give you a good idea of how they function under pressure and where their strengths and weaknesses lie.

Uncover the right personality traits

Understand what personality traits will make for the best hire. To do this you need to outline the qualities a candidate needs to succeed at your company, or in that specific position. Take a good look at what your current top performers have that makes them distinguishable. Identify the capabilities that separate them from the rest.

Consider an in-depth personality profile for assessing prospective employees. This can provide the insights you need into whether a candidate has the potential and competencies to contribute to your business or not.

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