The Hiring Process

“Hiring the right people takes time, the right questions and a healthy dose of curiosity. What do you think is the most important factor when building your team?”  – Richard Branson in, “Hiring the Right People”

So what is the most important factor when building your team? Maybe it’s experience, dedication, personality or a combination. Recruiting is a skill that is handled by a Human Resources department in larger companies. For growing companies or those just starting out, you can save time, money and stress by using our assessment tools to help find the right candidate.

What are assessment tools?

Assessments help you uncover consistent, objective information about yourself and your employees’ needs that enable you to make smarter hiring decisions moving forward.

Using the PXT Assessment Tool, we can measure how well an individual fits specific jobs in your organization. The “job matching” feature of the PXT is unique, enabling you to evaluate an individual relative to the qualities required to successfully perform in a specific job. It’s used throughout the employee life cycle for selection, employee orientation, managing, and strategic workforce planning.

When business suddenly picks up, it’s tempting to rush into posting a job ad, or worse, hire someone who turns out to be the wrong fit for your company. Take the time to detail your needs, assess the requirements and expectations of the position, as well as setting future goals. By doing so, you’re opening up the possibility to hire internally––which saves you money––while eliminating a large pool of applicants.

Are you asking the right questions? There’s no better way to find out information, but if you’re asking the wrong questions, you may end up with a jaded view of the applicant. Try mixing informal questions with more difficult, work-related questions that pertain to your needs. By doing this, you’re making an assessment from all angles, not just professional. Keep in mind that you should be asking current employees similar questions––this helps give an idea of what is needed from a new applicant.

Have you ever wondered what new employees think of your company? Hopefully they have as good of an impression of it as you do. When hiring, don’t just sell the job, sell the company. Give applicants an idea of what you’re all about––culture, office environment, benefits––so they know what to expect coming in.

Lastly, stay focused. If you want to attract top applicants, cast a wide net but also know where to look. Using social media is a great way to attract talent. LinkedIn, for example, allows employers to reach a large number of people but in a very controlled way. This year, spend less time sifting through countless resumes and focus your search from the start.

Hiring is a major process of the business cycle.  Let it be a means to increasing your company’s growth. Along with the Assessment Tool for hiring, it’s never a bad idea to consult an expert to guide you through the process. Jeff Miller has years of experience as a business coach and can help guide you through the process. Please tell us a little more about yourself and we’ll set up a time to start the conversation.

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