Hiring the Right Employees

How a Company Can Go About Hiring The Right People

The hiring process for companies is often a long, drawn-out affair. An interview with an HR recruiter can last hours at the very least, and sometimes that’s just not enough time to determine whether or not they’re the right candidate. That’s why it’s more important than ever to employ a thorough hiring process. Alexander Djerassi, an entrepreneur, says that the hiring process is essential for running a business. The more time a company takes to go through the hiring process, the more likely they are to find the right fit for their team.

“A good way to hire people is not just to interview them. Interviewing people is fun, but it’s not that tough an issue,” Djerassi tells Inc.com. “The toughest thing about hiring people is getting them in and getting them going.”

In a market where employees are becoming increasingly demanding, and companies are looking for new ways to stand out however they can, it is entirely too easy to eliminate the best candidates from contention. It is important to hire the right individual, but it is also important that the process be as efficient and organized as possible to avoid unnecessary wasted time.

To make the process as efficient as possible, there are a few things that should be done to optimize it:

1. Have a list of potential candidates.

Depending on how recognizable a company is, this list will likely be very long, but regardless of how notable the company is, the list should represent who you need. The goal here is to create a pool of candidates for interviews, and filtering through them will make things easier for you later on.

2. Have a clear and concise job description.

This is incredibly important because it will give the recruiter a frame of reference to draw from when looking for an individual. While it is important that the job description be specific and thorough, it is also important that it not be so long that it would take hours and hours to read through every keyword.

3. Clearly define the requirements for the position.

From minimum education requirements to job experience, these are all things that you should consider when creating a job description: only include things relevant to the position for which you’re hiring.

4. Prep the company’s website to ensure that the hired candidate understands the company’s values and culture.

This will make it easier for the individual to transition into their new role and give them a great start. If they know what to expect, it will make their transition into the company faster. This should also include a section that outlines the company’s commitments to philanthropy, being environmentally conscious, and any other policies that are important to the company.

5. Create a questionnaire to be filled out by the potential candidate before they are even hired.

The “How would you describe your strengths?” and “What is your greatest weakness?” Questions are a good way to start, but it’s essential to keep it as open-ended as possible in order to not leave anything out that you may need later on down the line.

6. Ask for references from the candidate’s former co-workers.

Depending on how high-profile the company is, this can be a big step to take and could eliminate some candidates that might have otherwise been an excellent fit for the company. However, it will help to see if the individual is willing to be honest, and help ease the process of hiring them to a certain extent because they will already know that you aren’t going to treat them unfairly.

As Alexander Djerassi‘s post shows, optimizing the hiring process can have tremendous benefits for a business. The more time invested into the hiring process, the more likely it is able to make an adequate staff that will help grow the company in the long run. Be sure to put great direction and thought into the hiring process if you want it to be as effective as possible.