Nicole Munoz of Start Ranking Now emphasizes the importance of getting as strong a sense as possible of your potential employee from their references. However, skimping on the vetting process can create problems down the road. It can be tempting to skip over the process of thoroughly evaluating references after all, it’s time-consuming work, and it can be difficult to determine exactly how a prospective employee’s interactions with previous coworkers will map onto your business and the open position. Getting a sense of both aspects will help you determine whether or not there is alignment between your job candidate and the company’s goals. It’s important to get a clear sense of both how you foresee the ideal candidate growing in the role that you’re hiring for, as well as an understanding of the career goals of your potential candidates. “It really helps us see what a candidate thinks of the available job and if they could be a good fit,” he says. “How do they want to grow their career in next three years? Why do they think this job can help them fulfill their aspirations?”įor Jain, getting a sense of the career goals of each potential candidate is a key part of the interview process. “During the hiring process, we always want to understand candidate’s aspirations,” says Piyush Jain of SIMpalm.
How does your ideal candidate fit into your growth plan for your business? Understand how the candidate’s aspiration fits with the jobĪs you create the job description for the role you’re hoping to fill, pay attention to how you see the position growing within the next few years.
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See Also: How to Hire Employees: 15 Steps to Help You Hire 1. If you’ve determined that it’s time to hire an employee, following these steps throughout your interview process will help you ensure that you pick the right person for your team, your vision, and your new company as a whole. To that end, I reached out to the Young Entrepreneur Council, to ask for their advice on how to avoid hiring the wrong person. This is never truer than for a new business, where initial hires are often integral in setting the tone for the company culture going forward. We put a lot of time and effort into the process for good reason-hiring the wrong person for an important role can be a major inconvenience (not to mention a potentially huge waste of time, money, and other resources). This prolonged interview approach wasn’t due to a lack of qualified candidates, but rather a strong desire to make sure that the candidate we chose to fill the role was a great fit on all levels, from a skill set match to alignment with our company culture. After months of searching, dozens of interviews, and sifting through countless resumes, we finally hired a new managing editor for Bplans. I should know-we just wrapped up a lengthy hiring process within the marketing department. Here at Palo Alto Software, we take hiring pretty seriously.