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Hiring new employees always includes some level of risk—will the candidate fit in to your company culture? Will he leave for a new position after a few short months? What if he’s not diligent or engaged enough? Onboarding and orienting new hires is expensive, not to mention the time and money lost if someone leaves abruptly. You want to make sure your company is making the right decisions when you’re bringing in new people.

Tip #1: Be Thorough

 Don’t limit your pool of candidates to the people who applied to your job posting. Consider filling positions with people who already work for your company or using referrals from employees and colleagues. Don’t be fooled by the most glamorous resumes. Fancy degrees from prestigious schools and extensive experience doesn’t always equal a good fit for your company. Still those people are probably worth bringing in for an interview.

 But don’t rely too heavily on interviews either. That process should be rigorous and use at least three or four employees as part of your process to formally vet candidates. Remember that some people are simply charming or interview well and they don’t always make the best workers.

 And don’t forget to do background checks and check all references! You want to gather as much information as you can about all your potential hires before you make an offer to one.

Tip #2: Be Upfront about Expectations, Policies, and Culture

 Develop and maintain an updated employee handbook that complies with state and federal laws and also fits your company culture. Your hiring candidates should know your policies for absences, harassment, social media, etc. Include all of this information in an orientation program and review it again as part of your performance review process. When changes or amendments are made, it’s your responsibility to inform update your employees about them.

 Let candidates know what your company culture is like, so they can get a feel for whether or not they’ll fit in and how to behave. By proactively and comprehensively communicating all these instructions, you’re creating an honest and transparent culture where employees feel informed, prepared, and valued.

Tip #3: Offer a Trial Period

 If you can hire your potential employee for a trial period or as a temp paid hourly, do it. This is a great way to have them work with a new team and evaluate how they interact, fit in with the culture, and perform. If things work out, you can offer them a long-term position, but if not, you’re not setting your company back all that much. 


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For more information on how to staff your company with top talent and reduce your riskcontact us or request employees.

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