When you run a business, it goes without saying that you face your share of challenges. Hiring new employees is only one of them, but it’s an important one. You want someone who will be trustworthy, take pride in their work, and do a fantastic job representing your company.
Part of that means making sure the person’s up to snuff in every way they need to be and asking yourself the right questions before finalizing your hiring decision. Here are some great examples to keep in mind.
1. Do they seem excited about the position?
Everyone needs to earn a living, and sometimes necessity means taking on work you’re not super excited about. But there’s a big difference between someone who’s taking a job because they have to and someone genuinely interested in a particular position.
If possible, you want to hire someone as excited about your company’s mission as you are. Passionate employees are committed employees who are personally invested in their work. Are they interested in your brand, as well as the industry you’re in? What inspired them to apply for a position with you? Do they picture your company as a part of their professional future?
2. Do they have the right qualifications?
Looking the part and having all the correct answers to your questions is great, but that’s not enough to make someone a good hire. Neither is genuine enthusiasm or lots of industry-specific knowledge. They also need to be qualified in all the right ways, so make sure you do your homework.
Do they have the right experience and qualifications? Are they properly certified, and are any necessary licenses they need current? If their job duties will include driving to any extent, what’s their driving record like? Always follow up on the information someone gives you and make sure it’s truthful. Otherwise, you or your company could be held liable if something goes wrong.
3. How’s their overall attitude?
Every so often, a great potential hire comes along who lacks a little in the experience department but has a great can-do attitude. They’re cheerful, optimistic, energetic, and on fire about the possibility of working for you. Sometimes it’s well worthwhile to invest a little extra time in training such a person.
You can teach a person the right skills given enough time, patience, and effort. On the other hand, a great attitude is something an employee either has or they don’t. All the skills and qualifications in the world won’t make up for a pessimistic attitude or a serious case of burnout, so make your choices wisely.
4. Are they a good fit for your company culture?
As is the case with attitude, there’s really no substitute for a personality that’s an excellent fit for your team. Great employees who will be happy with your company for many years to come definitely love their work, but they also get along with the rest of your staff. They should have similar values and a consistent work ethic. They don’t necessarily have to be a chatterbox or a natural extrovert. However, you should be able to picture the person making a comfortable transition once they’re on staff.
On the flip side, you want to make sure you’re not overlooking any negatives to hiring the person because they’re a fantastic fit for your company culture. They still need to be qualified, trustworthy, and adequately interested in the position you have to offer.
5. Did the person pass a background check?
Smart business owners never hire someone new before taking a peek into the person’s background. Instincts are essential for sure, but a good feeling about someone isn’t a substitute for a clean background check and references that check out as promised.
Ask for references and follow up with each one. Confirm employment details given on the person’s resume and job application. Look into certifications, licenses, and qualifications. Run a criminal background check to make sure there’s nothing inappropriate about the person’s history you need to know about before making your decision. Smart hiring decisions start with thorough research and plenty of follow-ups when it comes to the necessary details.