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Making a Great Hire

Author: Pete Langlois/Thursday, December 26, 2013/Categories: SNI Companies, SNI Financial, SNI Certes, SNI Technology, Accounting Now, Staffing Now

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This morning, I was talking with an accounting firm that is an SNI client about what makes someone a great hire. While we discussed a number of criteria candidates should have, we both agreed that great hires come from a great hiring process. More often than not, a job candidate’s eventual success can be tracked back to the interview process. Here are three ways that hiring managers can increase the number of “great hires” they make.

Detail What Is Needed.  Often, organizations begin the hiring process with an idea of what they are looking for, but not a specific job description. Or worse, they use the job description from the last time they hired a similar candidate. It is important that before each new hire you develop a detailed job description, including job specific and transferable “soft” skills required for the role. Do not define the position in relation to those having held, or currently in, the position; instead, take an objective look at what the company and the department need to increase productivity and overall performance. By taking these steps, and having a clear picture of what is needed, you will increase the likelihood that your new hire will be successful.

Ask Situational Questions.  One of the main purposes of an interview is to get insight into how a candidate will perform on the job. Use situational questions to gain an understanding of how the applicant thinks, works, and interacts with others. Ask the candidate for a specific example from their current position which aligns with challenges they would face in the job. Avoid questions that are too general. Ask the candidate to relate an actual experience or story. Be sure to build the questions around the skills and competencies in the job description. This provides the candidate with information on the work environment and how their skills would be applied, and gives you an idea of how they might work in your culture.

Add Don’t Duplicate.  One tendency I see in many hiring managers is to look for people just like themselves. While this may be a great way to build a bowling team, it’s not a great hiring technique. Research shows that teams which have diverse personalities and brain styles produce higher quality work more quickly. When hiring, look for someone who not only has the desired skills, but also brings a new perspective or personality to your team. Instead of looking for someone who can “easily fit in,” consider candidates that would bring a fresh perspective or different way of thinking. Consider things your team is currently lacking, such as someone who takes a critical look at situations, and seek these in a candidate. Diversity in employees is the hallmark of learning and growing organization.

When it comes down to it, hiring is both an art and a science. I always encourage managers to screen for skills and hire for personality and drive. This way you get an employee who can contribute on multiple levels.

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Pete Langlois
Pete Langlois

Pete Langlois

Pete Langlois is the Chief Sales Officer at GEE Group. His blog leverages his decades of experience in hiring, training and retaining top talent and covers trends and issues of interest to employers and job candidates alike.

Other posts by Pete Langlois
Contact author Full biography

Full biography

Pete Langlois is the Chief Sales Officer at GEE Group. His blog leverages his decades of experience in hiring, training and retaining top talent and covers trends and issues of interest to employers and job candidates alike.

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1 comments on article "Making a Great Hire"

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3/23/2019 3:06 AM

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