We all know what it feels like to hire the wrong person for the job. The frustration of trying but failing to train them up and integrate them into your team. The pain of letting them go.
I completely understand. Hiring is time-consuming, especially for SME leaders who are already stretched doing a million things at once. It’s tempting to skip a few steps and go for the candidate who looks best on paper….
Please. Don’t.
Creating a hiring system that’s process driven can save you so much time and effort further down the line.
Be crystal clear about the job role and responsibilities
At the risk of teaching grandma to suck eggs, I won’t go through this point in too much detail. However you want to be systematic about this stage, breaking down the pain points you need support with and the benefits that will attract your potential candidate to the position.
What compensation are you offering? Will they get career growth? What’s the company culture like?
Be clear in advance what level of expertise you’re targeting. Do you want a graduate with junior-level experience who you can train up, or do you have limited capacity for training in which case a more senior candidate might work better.
Similar to generating marketing leads for a business, the more clearly you can visualise your target candidate and how they can aid your business’s pain points, the easier it will be to attract the right fit.
Build a strong employer brand
Please avoid using language like “rockstar” or “ninja,” I’ve seen this too many times. It comes across as disingenuous and predictable.
At this point your copy is what’s going to draw the right candidate to you, so it’s crucial you get it right. Think about the type of candidate you want to attract and tailor your copy towards them. A graduate will respond differently to a Manager. Just as different types of fish require different types of bait, you need the right language for the right person.
All the platforms, far and wide
Although LinkedIn will most likely be your strongest platform, you’d be surprised how many excellent candidates I’ve hired simply by spreading the word far and wide on Glassdoor, WorkingMums and at Graduate Fairs.
Try to keep the process simple. Applying to your job should be straightforward, not an online obstacle course. Too much bureaucracy too early on can be hugely off-putting to new candidates.
Be rigorous during the interview process
Start with a simple phone call to gather more information about the candidate. Does their CV match what they’re saying? Are they excited about the job? Why do they want this job?
After that, you may want to consider having up to three more virtual or in-person interviews, culminating in an interview with the CEO. In these different stages you want to screen for red flags, monitoring for proof of their skill sets using techniques like situational tests.
Will they be a good cultural fit? It’s also worth being upfront about your requirements and rules when it comes to candidate performance. For example, if it’s a fully remote job, do you expect team members to always have their cameras on during meetings?
Beware of your own confirmation biases when hiring, too. Think about your closest five friends – are they all the same gender, ethnicity, sexuality, culture, etc? If so, you may want to pay attention to the type of people you’re hiring and ask yourself if you’re projecting your own biases onto candidates who may be the right fit and competent, but don’t conform to your personal biases.
Steve Jobs once said…
“Great things in business are never done by one person. They’re done by a team of people.” Who you hire can make or break your business (especially as an SME).
Hopefully the framework above can help when it comes to helping with your hiring challenges. If you need any more support, we provide a comprehensive recruitment process so drop us a line via hello@thehrhub.co.uk or give us a call on 0203 6277048.
Don’t want to speak to anyone but would like to read more? Read my book The MAGIC of HR.
