When working in a business, the hiring process can be stressful for both parties. One on hand, you have the person who’s going to be interviewed and (possibly) hired. First of all, it’s important they prepare for any interview questions beforehand. Second, the potential employee also has to be sure he/she leaves a lasting impression on the interviewer and the company itself.
As for the employer, there are several things he/she has to consider as well. With the number of candidates interviewed on a daily basis, this is especially important. When it’s time to hire a new employee, what do you need to know about them, and what should you take into consideration?
#1. Their Best Qualities
One of the most difficult things about interviewing candidates, is choosing the best ones for your business. After all, let’s say you interviewed dozens of potential employees, and most of them did exceptionally well. How would you narrow it down? After all, no matter how much you want to, not everyone can be hired just because they have good qualities. However, one way to go about this, is by taking their best qualities into consideration.
For example, let’s say you were comparing notes on two candidates. While both of them were very articulate in their speech and made great eye contact, one candidate had better qualifications. Not to mention a stronger work history that related to the job they were qualifying for.
As another example, let’s say you had two candidates who both had excellent work history. However, one of them mumbled when they spoke, and didn’t have the best eye contact. Narrowing it down, which person would you consider hiring? After all, it’s important to have an employee with great work history and excellent social skills as well. Overall, taking a candidate’s best qualities into consideration, is an important part of the hiring process.
#2. Diligence
When choosing the right candidate(s) for your business, it’s important to consider an employee’s diligence as well. Not only do you want candidates that have a strong work ethic, but you need to make sure they’re dependable as well.
For example, let’s say there are numerous tasks in the workplace that need to be finished. Will your candidates be able to complete the tasks on time without slacking off?
As another example, during closing hours, there are still some extra assignments to finish in the workplace. To speed up the completion ofsaid tasks, you ask several of your employees to stay behind for a bit and work overtime. Can you depend on them to get the job done, or are they unreliable? Even when it comes to the most mundane tasks, you want candidates who are diligent and have a strong work ethic.
#3. Are They Trustworthy?
It’s one thing to hire someone who’s diligent in their work, but more importantly, can they be trusted too? It’s important to remember that just because someone has the right qualifications for the job, doesn’t necessarily mean you know everything about them.
Let’s say an incident occurred in your business in which evidence pointed to someone in the workplace. Would you be able to trust your employees if they claimed to have nothing to do with it? Overall, trust can be a common issue in the workplace. Fortunately, though, background checks have become a regular part of the hiring process. This makes it easier to determine whether your employees can betrusted or not.
Between choosing the best qualities of your candidates, as well as making sure they’re diligent and trustworthy, these are some important qualifications when hiring new employees. For more information, contact us today at GMLCPA. We look forward to hearing from you.
