Most people who have had to hire employees knows that their can be a vast difference between hiring the best employee and hiring the right employee. Too often, the person hired is the one who seems to be the best candidate out of a pool of applicants. The reality is that none of the applicants may be the right employee for you or your company. Wise managers learn that it can be better to leave a position open for awhile rather than plug in an available person from a group of candidates where none of them are what is needed.
Evaluate experience first.
You may be interviewing some great people who have none of the technical qualifications that are needed. Most of the time if the person cannot speak the language of the profession, he or she is not ready for you opening unless it is considered entry level. Most companies screen for trained applicants by administering some for a test or requiring a specific license. There is little need to even interview applicants who do not have the training or experience required to do the job.
Hire experienced people who are motivated to learn.
No two companies perform the same tasks identically. They will use different brands and styles of equipment for producing their version of the service or product. In office settings, the paper flow will always be handled with new procedures to the new hire. Client lists and customer expectation will be changed. The employee that is hired must be willing to adjust to the new system and learn to function within its framework. He or she must also be willing to learn new information to be able to perform new tasks and grow with the company.
The right person should be a teacher.
Every new employee brings something from past experience in the door that can be used to help improve a company. Although certain areas are deemed proprietary, most ways that jobs are performed are individualized to the combination of employee, company, and client. Because good employees adapt their surroundings to improve performance, these adaptations skills coupled with new techniques and insights can mean that the right employee will elevate the performance level of the new employer.
Hiring the right person should fill in holes within a team structure.
On a team, each person fills a niche. The team may need more motivation. The right person would need leadership skills. If the team needs better communication, hiring someone with these skills can fill in a void and improve the team. Some companies may need that person who can think easily outside of the box. The list of needs will vary from employer to employer, but the concept of adding value to the team with each new hire remains the same. Hiring people who all do exactly the same job in the same way works well on an assembly line, but not too good in most other applications.
Worry about commitment to the job.
Employees should take their job seriously. It should be important enough to them that they show up everyday on time. If their past history is littered with attendance issues, this is not the right employee for you. There is always a temptation to plug warm bodies into holes, but this is only inviting in future problems that will result in having to go through termination procedures and potential unemployment or workmen’s compensation claims.
Personality matters when hiring the right employee.
After all of the foregoing have been covered, the potential employee should be evaluated for personality fit within the existing employee social structure. When people have to work together day after day, it is critical that harmony can be maintained. There is no perfect answer to this situation, but having others from the department involved in the interview process can help assure a better fit.