It’s a common misconception that the hiring process ends with the selection of a successful candidate. Hiring new employees is a lengthy process that begins with identifying skills gaps within the workforce and only really ends once that employee is a well-adjusted and performing, engaged, motivated and committed member of the workforce.

If you’re responsible for any part of the process of hiring new employees, you need to be aware of the risks associated with poor hiring — high costs, poor performance, high employee turnover — and put into practice these tips for hiring new employees that give you a return for your investment.

1. Prioritise integration into the corporate culture

“When you’re hiring, cultural fit matters as much as skill set,” says Fiona Dorman, BCD Facilitator and Director of The Part Time People Pty Ltd. In simple terms, skills can be acquired but personalities can’t be changed. Therefore, one of your highest priorities should be to hire employees that will mesh well with your company culture.

To achieve this, consider what are the daily tasks and responsibilities associated with a new hire’s role and who are they going to be working with; does the candidate have the personality traits required to perform well in the position? Do they ‘fit’ your organisation’s culture?

You might look for social skills and the ability to get along with others, a willingness to learn and accept constructive criticism, or a demonstrable capability to handle pressure. Once a good fit is established, you’ll need to make sure their onboarding experience integrates them well within the company.

Good onboarding is so much more than orientation. “Have a great induction and introduction process in place,” says Fiona. “Let all of your new staff – in fact, all staff – know that they are a valuable part of the team and that the whole team is there to help. Support – especially in the early stages – is imperative to any company hiring process.”

2. Focus on being a desirable employer

According to a recent recruiting report, more than 75% of professionals aren’t currently looking for jobs but are open to new opportunities. Positioning your company as a desirable employer not only reduces employee turnover by 28%, it can also attract these passive candidates to your company.

When you focus on developing a respected and well-known employer “brand”, you won’t have to devote as much time to active recruiting. As a highly desired organisation, you’re more likely to be flooded with applicants.

3. Prioritise those with long-term potential

You may find yourself “panic buying” candidates when somebody leaves unexpectedly, new client work requires additional resources, or the business goes in a different strategic direction. But these scenarios are a breeding ground for poor hiring practices.

Try not to be blinded by what resources you need now. Make sure you always maintain your focus on what your candidates’ aspirations are for the future. A person who is dedicated to her or his career is a candidate you want to hire.

Somebody who switches careers or jobs frequently demonstrates lack of loyalty and/or commitment, and are not traits that you want in your business.

4. Embrace technology

9 out of 10 companies now prefer to recruit through social media like Facebook, LinkedIn and Twitter.

In fact, nearly half (45%) of the Fortune 500 list of companies put job openings on social media. Why? Because it positions your job vacancies right in front of your ideal candidates. Social media advertising has extremely powerful targeting capabilities, so you can whittle down applicants by job title, location and age before you’ve even received any CVs.

You can also use social media to get to know your candidates before they walk into the interview room. Bear in mind though that it’s legally risky to allow a candidate’s social media activity to factor into your hiring decisions.

Finally…

In many ways, hiring new employees is like dating; you don’t want to invest your time and energy in someone that isn’t the right fit. Do they have the long-term commitment, passion for your product and/or service, personality, values and skills that are right for the role in question and right for the business?

“There is so much more to each of us than what can be expressed on a few pages of a CV,” stresses Fiona Dorman. “When we’re hiring, we make a point to get to know the candidate and a sense of their strengths and interests beyond their hard skills.”

If you’re looking for support and knowledge to better understand strategies to help you succeed in the workplace, consider behind closed doors as your support network. Sharing knowledge and experiences with other professionals and peer mentors is an ideal way to learn and test theories.

We would love to hear from you re your hiring experiences. Until next time…

Warmly,  Donny