5 Hiring Tips for Managers

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Group of people sitting side by side and smiling in front of a graphic of an idea board.Hiring the right person for a job opening is usually no easy task — and it’s an economically crucial one to get right. The combination of recruiting, training costs, and benefits associated with hiring a new employee can cost an employer thousands of dollars. If that new hire doesn’t work out, that money is essentially wasted. What’s more, a company that cannot consistently retain employees can experience serious negative consequences, such as low employee morale, lowered productivity, and reduced product or service quality — all elements that can damage its profitability.

Because there is so much riding on each new hire, there is considerable pressure for hiring managers to get the process right as often as possible. Earning an advanced degree in business administration can prepare business leaders to become successful hiring managers who make the right decisions when bringing on new employees.

Here are some solid hiring tips for managers that can help relieve the pressure that comes with filling hiring needs.

1. Understand Different Personality Types and Talents

Different roles in an organization will suit different people, each bringing talents and aptitudes that fit a particular job. Often these characteristics are tied to personality traits.

For example, a worker who is shy and introverted may not have what it takes to lead a team. On the other hand, their eye for detail and focus might help them excel in a more solitary role, such as a computer programmer. It might be worth investing in a more confident, outgoing employee who can develop the leadership skills to advance in the company.

More and more organizations consider personality when hiring staff. They’re learning it takes a diverse array of personalities — and the talents linked to them — to create a successful work environment. Some organizations will even administer formal personality tests during the interview process to ensure a candidate is a good fit for both the position and the company. It’s also important for these companies to consider unique objective variables during this process, such as whether a candidate will need accommodation for a disability.

2. Hire to Improve, Not Replace

It can be easy for employers to think of the hiring process as simply a means to replace lost staff. However, it should be seen as an opportunity for corporate growth. Rather than simply hiring someone who can do the same job as the last employee, companies should look for more talented, smarter candidates who can do a better job and do it more effectively. This strategy of recognizing talent and assimilating it into an organization will ensure a company is always improving. Improvement and success tend to go hand in hand.

3. Hire People Who Support Your Company

Successful companies will have well-defined strategies for growth and stability. Meeting the goals of these strategies requires talented workers who ‘buy in’ to the company — who can readily apply their knowledge and skills toward achieving these goals. Because of this, it’s important for hiring managers to source candidates whose acumen best aligns with the goals set out by the company. Doing so can lead to new hires who can quickly adapt to the various tasks designed to enable a company to be successful.

4. Present Your Company in the Best Light

Employers should realize that a talented candidate interviews a company and assesses its suitability just as much as a company interviews the candidate. For this reason, presenting themselves in the best light is a good hiring tip for companies to apply.

The little things matter. Employers should be enthusiastic about their company, its vision, and the candidate’s role in it. It’s also smart to stress that the firm considers its employees to be its most valuable assets. These practices help employers create the positive first impression they need to secure the most talented and suitable candidates.

Understanding the importance of all personality types and how the talents of prospective employees can enhance a team will give a company its best chance for success.

5. Seek Collaboration

A new hire needs to get along with a wide range of people in a company to be truly successful. It can be vital for a hiring manager to seek feedback from others throughout the company during the candidate interview process. This will allow for a broader perspective of the candidate’s personality, talent, and skills, resulting in a more holistic view of what the candidate may bring to the table.

This collaborative process could involve feedback from different company stakeholders, such as C-suite executives, department managers, and team leaders. Whatever the makeup of this collaborative team, it’s important to discuss the objectives and goals behind hiring a candidate prior to embarking on the hiring process.

Identify Talent That Grows a Business

A well-defined, carefully crafted hiring strategy can help save a company time and money in the short term. In the long term, bringing the right person on board at the right time can make it easier for a company to achieve its goals, something that ultimately can help lead to greater profitability and stability. This makes the role of a hiring manager not only critical but immensely satisfying.


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