3 Qualities to Look for When Hiring People
When your organization is new, you need the right soldiers to carry out all responsibilities. And even if you have established the reputation of the company, you need the right people to carry the legacy forward. Hiring employees may seem like an easy job, but it is really not. You have to verify their certificates and previous hiring experience and take a quick glance at their social media to learn a bit about the person’s morality. Above all, determine whether their beliefs and goals align with your company’s. Then you also need to handle the salary discussions and the perks they’ll receive. Don’t think the deal has been sealed because the employee signs the contract. They may breach it or submit a resignation letter in a week or less! So it would be wise if you equipped yourself for these legal hassles.
I have previously talked about the ways you can boost employee loyalty to encourage them to stay with the company. But today, we will discuss the first step — hiring and the qualities you must look for.
1. Curiosity to learn
Many people will have impressive CVs with many accomplishments. Yes, experience matters, because it sets them apart from the rest. But you need to see whether they are still hungry for new things. The best way to know that is during the interview. Allocate some time to the candidates to ask you questions. If they are genuinely curious, they will ask you questions about the office or their job specifically.
You will also realize how curious they are to learn because they have an opportunity to understand the company’s functioning. A business is always dynamic and will change its course; a person should be able to adapt and learn more.
2. Association with the purpose of the company
Many apply because they just want to change their job or associate themselves with a company as big as yours. But they will lose the thrill if they are in for just that. So do they align themselves with the company’s mission? Do they believe in what you and the existing employees want to create?
You need to find all of these. An in-depth research of their background or an interview where you ask these questions will be enough to find that out.
3. Their uniqueness
Having experience and achieving many things in previous companies is not enough. You need to ask applicants what makes them unique. What special things are they bringing in for the company? Those answers will tell you a lot about people’s characters. I believe talent or having a flair for creativity is most crucial. Someone may not have completed college, but they have a mad talent in designing. So, do not go by the established prejudices. Go by talent.
Secure in the best of the best. Your employees’ degrees won’t make money for your company, nor will they build your organization’s reputation. But it will be better for everyone when they do their job correctly.
If the employee has changed jobs too many times, that is also not a good sign. Because that often indicates they are not loyal to one company. Also, keep an eye on their body language; are they overly confident or very nervous to the extent of fumbling? You should also assess their communication skills beyond just language proficiency. These will help you help you screen candidates effectively, but sometimes you do need to trust your gut and go with it because unless you work with someone, you will never get to know a person in their entirety.
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