3 Things employers overlook when hiring new workers

So you’re trying to fill a position? You’ve come to the best place, whether you’re thinking about hiring someone for the first time or want to improve your recruiting process. If you’ve never hired someone before, the process might be daunting. Make sure you follow these procedures to ensure you’ve recruited the right person for the position. Check out these 3 things employers overlook when hiring new workers.

Set up the role

Set up a rota in advance of the interviewing stage so you have an idea of how many hours you’ll need filled. After hiring a new employee, you will have a ready-made schedule for them to look over to see how many hours they can anticipate to put in. Determine what duties they will be required to do and how long they will have to complete them.

Establish hourly rates, holidays, and the frequency with which you will pay your new employee (however, if you currently have employees, it is prudent to maintain the same rate as you have provided them to avoid commotion) and prepare a booklet for them to review during the interview stage. If you require a pre employment medical from your prospective employee, make this clear at an early stage of the interview, and explain in as much detail why.

If you have all of this ready, you will be able to focus on deciding if the person you are interviewing is a good fit for your job.

Create a job description

You must now create a job description. Make sure you describe the job in full, including the hourly pay, holidays, and all of the duties you want them to accomplish.

Incorporate as many of the criteria from your pre-interview list as possible into the job description. If you’ve never written a job description before, take a look at what to include when writing a job post so you don’t miss any vital information out.

Make sure your potential employee understands precisely what you want them to accomplish so that there is no uncertainty throughout the interview process.

Selecting a candidate

It’s only natural that you’d give preference to the candidate who has the most impressive resume. Someone who is highly knowledgeable and who has answered your questions in a manner that has pleased you while also demonstrating professionalism.

Another thing to keep in mind is that even if someone seems to have all the makings of an “ideal employee,” you should go with your gut feeling about them. If anything doesn’t seem right, or if something doesn’t add up, it’s probably a bad fit for the position. The individual also has to be likable. No use in hiring someone if you don’t believe they’ll be a good fit for you and your team.

Once you have chosen who has successfully made it through the interview stage, it’s time to offer them the position. Be prepared with the possibility that they didn’t feel confident enough to accept the position after all, so have someone else lined up to take over if they say no.

Photo by Eric Prouzet