How to Hire: Hiring the Best Candidate Start to Finish, Part 1

You're in a panic. You have work that must be done by tomorrow, but the only person you had to do the work just quit. Does this situation sound familiar? Your first instinct is to fill the position as quickly as possible, but most times, quick hiring decisions lead to many regrets. The wrong employee--or just the wrong position for a good employee--can put your business and the work that you do at risk. Even though there are unpredictable situations, you can do a lot to prepare and protect yourself.

It is very tempting to hire the first person who walks in your door. You need someone immediately. Why not take the first available warm body? Well, even though it might mean short-term discomfort, investing the time to hire the right employee can save you in the long run. You can avoid recurring recruiting costs, frustrating employee issues, low morale, poor customer service and quality issues. It's much better to get it right the first time! Your employees are the face of your company and can help move your company to the next level. Why not put as much time into the hiring process as you would for a financial investment? This investment could be even more impactful to your business!

When looking for a new employee, many people just dive in--place an ad in the paper, talk to friends and colleagues about the opening--without really thinking about the kind of person it takes to fill the position. I would encourage you to take a step back. What does your company need? What does the department need? What knowledge, skills and abilities does the position require? These questions can help answer what kind of employee you will need.

First, take a look at what your company needs.

• What kind of culture do you have or are you trying to have? What characteristics would an employee need in order to perpetuate that culture?

Second, take a look at the departmental needs. If you own a small company, this may be similar to your company needs.

• What areas are you strong in?
• Where are your weaknesses? Find the areas of growth potential and focus on finding someone who will fill the gaps and add strength to those areas.

Third, take a look at what this position requires to get the job done.

• Create a job description--take a look at the job responsibilities. What characteristics are needed to excel in this position?

The good news is that for a high turnover position, you only need to do this analysis once. For instance, if you have done an analysis for a janitor, every time you hire a janitor you can use that analysis to determine what kind of employee you will need. The needs may change for your areas of weaknesses and strengths, but the company culture and job responsibilities (if they do not fluctuate) will require the same type of employee.

Once you have evaluated each of those areas, determine which qualities are non-negotiable. Which are bonus qualities? This information will help you craft interview questions that reflect the qualities you are seeking. Also, determine what knowledge, skills and abilities are required to perform well in this position; and what level education and experience would help this person succeed.

Finally, determine fair compensation for the work you need performed as well as the requirements imposed on the applicant.

In an upcoming article, we will explore how to proceed with the interview process based on your detailed analysis.

Founded in 1999, EMPO Corporation is a leading Minnesota Human Resource Outsourcing (HRO) and Professional Employer Organization (PEO). EMPO services all markets with specialties in the manufacturing, professional services and nonprofit sectors. For more information on EMPO Corporation and other human resource related topics, visit www.empocorp.com.

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