An Expert Guide To Uncovering People’s True Work Potential

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Have you ever hired an employee who didn’t turn out like you expected? The only good news is that you’re not alone. The bad news is that, if it’s happened before, there’s even greater reason for it to happen again now, given market circumstances.

It seems that in these troubled economic times, posting even the most junior position receives a flood of qualified, unqualified and over-qualified responses from job seekers looking for work.

A sad reflection of the economic crisis unfolding on “Main Street,” more and more people find themselves unemployed and looking for work – applying to any job posting for all the wrong reasons.

As a business owner or manager, naturally, the question comes up – how do I take advantage of this situation and find the best candidates while avoiding the wrong ones?

Having been in the employee hiring and development industry for over ten years, this question has been a driving force in what I do, and has become more relevant recently.

Although there isn’t one easy answer, there are definite steps you can take to ensure that you’re going about it the right way, finding a candidate that “fits” your work environment and expectations.

First, know what you want out of any employee. Doing this may include writing down a list of preferred personality traits and specific work experience you’re looking for. Managing your expectations and laying these out at the beginning benefits both yourself as the hiring manager as well as your future employee.

It’s important to hire for both today’s need, and tomorrow’s vision. In other words, ensure that your candidate fits your immediate expectations, while at the same time bringing value to your business and objectives in the future. If you can’t envision the person sitting in front of you being with your company a year from now, it’s probably a good time to thank them for their time and move on.

When hiring, ensure that you are taking full advantage of the resources that are available to you. Whether they be employee assessment reports, or background checks – use the tools that will make your hiring experience easier and more accurate. Don’t try to be the owner, marketing manager, sales supervisor and HR manager at once, instead search out tools that will help you in your hiring process.

Don’t settle. In times like these, when you have the luxury of receiving a diverse range of applications, take full advantage. Ensure that the person you are interested in does meet the requirements that you’ve established, while at the same time bringing additional value to the table.

Keeping the theme of not settling in mind, don’t make any impulsive moves by hiring someone based on one meeting. Ensure that the person still excites you during a second interview after you’ve had time to sleep on it and digest what you discussed in your first interview.

Once you know what you’re looking for and have attracted those people, don’t be afraid to ask questions. In a world where people can obtain post-graduate degrees by answering their spam email – it’s important that you ensure that the information you’re given is accurate. This also means following up on references, as past employers can provide detailed information about an individual and the work they did.

Finally, set aside some time to conduct this process thoroughly. The worst mistake you can make is to speed through the hiring process. This is almost certainly a strategy for disaster, and ultimately will cost you more time and money then it should.

Always remember, hiring done right, can be a wonderful experience resulting in a more productive and ultimately profitable work environment. Take advantage of the resources and tools that are available to you, and keep in mind that what you put into it you’ll certainly get out.