Today I read an interesting quote in a hiring book:
“Companies are notorious for hiring based on skill and ability, and firing based on fit.”
Certainly with regards to skill positions, I would agree with this. Most hiring decisions (for these skill positions) are based on ensuring you’ve got someone who has the right skill set and can do what is expected of them.
For just about every technical position, there are ways of determining your applicant knows what to do. You can even have him demonstrate his knowledge right in the interview or you could hire them conditionally for a day or a week where you’ll certainly get a good idea.
Even for the not-so-technical positions, you should be able to find out fairly quickly how skilled your applicant is.
If you’re hiring someone to do collections, hold the reception desk, or take over the Office Manager position, examining their experience and talking with previous employers should let you know that they can DO the job.
Then it comes down to: Do they fit in with your group?
Not to beat my own drum, but that’s where the many Hiring Tips before this can be of real assistance to you. And if you have not yet tried out our employee testing service, watch the three-minute video here.
By all means, make sure your applicant is sufficiently skilled to get the job done. But I strongly recommend you roll up your sleeves and ask the other questions (and there are many of them) that will help you decide if your candidate is well suited for your team.
Doing so will save you a ton of time and energy and it will be a blessing for your current hard-working staff!
As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.
Watch our three minute video to see how we can help you hire the right people.