The Best Business Have the Best Talent

Getting the hiring process wrong can cost a start-up money and time. A person who is the wrong fit can ruin the productivity of a small company’s team. Conversely, the right person can enhance the team’s cooperation and cohesiveness, reducing everyone’s workload and increasing profitability.

Employing a person who fits well within your business is especially crucial for customer-facing roles. People with these roles become representatives of the entire business; people judge a company based on their customer experience. With the rise of social media, client-facing employees play an even greater role in the success of a company – bad reviews will spread like wildfire and can destroy a company’s reputation in minutes.

A company’s workforce is often its greatest business cost: investing time in the recruitment process will be beneficial for the performance of the company in the long term. However, in order to hire quality employees that fit well within your company, you need the right recruitment strategy.

It can sometimes be difficult to differentiate potential candidates – for example, most applicants will have a degree. It may be that one or two candidates stand out because of their experience or credentials; but these qualifications alone are not enough. A person can have a fantastic degree and a great CV but if their attitude does not align with that of the company then they will not be a good appointment.  During the hiring process, always consider the following:

• Does this candidate meet the needs of the company? You need a variety of people with complementary skills. Large organisations will offer defined roles to specialised candidates. However, it is best for small companies and start-ups to hire generalists that can handle a variety of tasks across a range of fields.

• Have you invested enough time and effort in drawing up a good job description? A good job description will attract better candidates. Similarly, ensure that you have planned interview questions that glean if the candidate is both a good fit for the role and the company as a whole.

• Is it worth extending the recruitment process? It is easy for candidates to give a false impression in an interview – a half day assessment may be much more revealing.If relevant, ask the candidate for a portfolio. This is most useful in creative industries.

Of course, having employed great talent you face the real challenge – trying to retain them!

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