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  • 07 June 2017

The X-factor – 5 tips on how to hire the right person for your company

Hiring the right employees can make or break your business. Recruiting the right person to fill a gap in your organisation could be the catalyst your company needs to surpass growth predictions. However, hiring the wrong person could have serious consequences for your business.  We spoke to Noble Futures, one of the leading recruitment agencies in the animal health sector, and asked them to give us their top tips on how to go about finding the right person for the job.

 

Balance your time

In recruitment, there’s a fine time balance in play. You want to make sure you take the time to find the right person — someone who is not just technically capable but that is also a good fit for the company and it’s important not to rush into hiring the wrong person.

However, it’s important to remember that good people are in high demand and taking too long could mean you miss out on the perfect hire.

You must spend time ensuring that the candidate meets the crucial skills required, yet also listen to your gut. Allowing additional time for psychometric testing can also be a useful investment, not only to confirm that the person is in fact the ideal candidate, but also to highlight areas where they may benefit from additional support and training in their new role.

The recruitment process is actually quite complex, with many stages from first spec’ing out a position, drafting a paid recruitment advert (with no guarantee of response), CV evaluation, interview rounds and much deliberation and ‘dead time’ before you may be in a position to make a job offer. But it’s important to keep the process moving forward to ensure that good candidates don’t disappear as they are presented with other opportunities. We find that many companies totally underestimate exactly what’s involved in finding and hiring the right person and the length of time the process will take, so having someone that will professionally and proactively manage the whole process can be hugely beneficial.

Commitment

Look for someone with a commitment to their career - you don't want to hire an employee who switches careers or jobs frequently, just to get a higher salary. If a candidate is not loyal to any company, hiring this person could be a problem for your business. Check the candidate's previous job duration and if he or she is switching jobs constantly, take this as a warning sign.

Don’t forget soft skills

Another vitally important area that is often overlooked is the importance of soft skills.  Although the right skill set may seem like the most important factor in whether a candidate is a good fit for a particular role, the truth is that skills can be acquired, but personalities cannot. Interpersonal skills, communication skills, thought processes and emotional intelligence do matter and you want to find an employee that will fit in with your company's culture.

Get social with the candidates

While asking personal questions won't get you anywhere and could be awkward and uncomfortable for both parties, exploring a candidates social media presence can tell you a lot about them. While a candidate's social media activity shouldn’t factor into your hiring decision, it can give you a better picture of the person you're interested in hiring and even a quick Google search for the candidate’s name can provide much insight.

Get the interview right

The interview is crucially important to get right. It’s all too easy for interviewers to be too focused on other issues, too pressed for time or to lack the confidence in their interviewing abilities to pay attention to any red flags candidates exhibit during the interview process. All too often the job interview focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success — like coachability, temperament and motivation — are often overlooked. Asking the right kinds of questions is vital - you can't come right out and ask someone if they're a jerk, but you can ask questions that will help you figure it out on your own! And it’s also important to let prospective candidates interview you, too. This will give you a chance to see what's important to them and will give candidates a chance to determine if the role and your organisation are the right fit for them. This is where the skilled interview techniques of an experienced recruitment specialist can really pay dividends.

Noble Futures is a leading specialist recruitment consultancy for the Animal Health, Agricultural, Equine & Pet industries. With an emphasis on executive, management, sales, marketing, technical and clerical roles, Noble Futures has a dedicated network of expert recruitment consultants across the UK and Ireland. For more information, see www.noble-futures.com

 

 

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