Finding the Right People to Hire
June 2018
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Finding the Right People to Hire
Tested tips for bringing the best people onto your team

A crucial part of running a successful business is hiring the right people. However, with a potential flood of incoming applicants, it can be hard to know how to do so effectively. Luckily there is a wealth of advice available to help guide you on this issue.

Improve the employer

It may seem counterintuitive, but one of the best ways to attract the right people to a job listing is to make sure that both the listing and the employer look good.

The job listing can be improved by focusing on what the company can do for the prospective employee, as a study reported on by The Wall Street Journal recommends. The analysis compared respondents from two different ad approaches: the Needs-Supplies approach, which focuses on what the company offers, and the Demands-Abilities approach, which focused on a list of what the company expected. The highest-rated responses came from the former of the two ad approaches.

The employer’s reputation can also weigh heavily on attracting the right candidate. According to an Office Vibe study, 65 percent of applicants who have a bad application experience would tell friends and family, and a further 27 percent would actively discourage others from applying. In a study from Glassdoor, a site which allows users to review employers, 46 percent of its members reported reading employer reviews before ever contacting the company, and 69 percent of job seekers said that if a company had a bad reputation, they would not apply — even if they didn’t have a job at the time.

Go around the typical interview

One suggestion by employers who have hired exceptional workers is to shake up the typical interview process. In fact, Executive Director of HR for LaRosa’s Inc. Steve Browne abides by the company’s hiring philosophy, “Good people know good people.” Browne told Forbes that when looking for new talent, the company always taps its current employees to see if they know a good candidate.

Another strategy is to get the candidate out of the normal interview space. Patty Stonsifer, who runs the Washington nonprofit Martha’s Table, specifically recommends walking a candidate around the office building and introducing them to some of their potential colleagues, watching how engaged or friendly they are. “I can get a really good sense of whether I want to be working with somebody when I walk them through the place,” she told The New York Times. “I’ll stop and introduce them to a half-dozen people, and see if it’s just a handshake or whether there’s some curiosity and interest.” Similarly, Carol Smith, publisher of Harper’s Bazaar, recommends taking a candidate out for a meal to watch how considerate the candidate is of others.

Value a good person

Find a job candidate with a personality that fits with the existing company. For an article for Entrepreneur magazine, Catherine Clifford contacted small-business owners honored during National Small Business Week in 2014, and the majority of the 30 respondents spoke of the importance of hiring employees who are passionate about the brand and mesh with the corporate culture.

Business News Daily stated the position frankly that while a proper skill set may seem of highest importance, “the truth is that skills can be acquired, but personalities cannot.”

Overall, a final piece of advice is to have patience. Rushing into hiring a candidate or settling on a candidate that doesn’t quite meet expectations can have deeply negative consequences down the road.


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Published by Heritage Bank of Nevada
Copyright © 2018 Heritage Bank of Nevada All rights reserved.
Includes copyrighted material of IMakeNews, Inc. and its suppliers.
Disclaimer - All content contained in this newsletter is for informational purposes only and should not be relied upon to make any financial, accounting, tax, legal or other related decisions. Each person must consider his or her objectives, risk tolerances and level of comfort when making financial decisions and should consult a competent professional advisor prior to making any such decisions. Any opinions expressed through the content in this newsletter are the opinions of the particular author only.
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