By: Christina Nguyen
If your business is fortunate enough to be growing at this time, you might be hiring some new faces to join your team. Hiring can be a daunting process, as interviews can be nerve-wracking. After all, the candidates are interviewing you as much as you’re interviewing them.
Across all roles, the right or wrong hire can make a significant difference to your business, with the impact depending on their role and actions. The presence and influence of the right or wrong person can also affect employee morale, so you’ll have to consider their internal impact as well.
The hiring process isn’t something everyone succeeds at right away. Just like working a job, you learn the dos and don’ts from experience. From our experiences, here are some of our tips on hiring the best employees for your business:
1. Proofread that job description. High-quality candidates with quite a few options won’t settle for a badly written job description with 17-line paragraphs and the grammar of a third grader. A terribly written job description is an immediate turn-off for a lot of applicants even if its details are pretty interesting.
2. Make sure your job description is inclusive and gets to the point. A well-written job description doesn’t just use stellar formatting and grammar, it’s also explanatory, honest, concise, and has a sprinkle of your company’s personality. It should list the required and nice-to-have levels of education, experience, and skills. All of its main responsibilities should be clearly defined. The applicant should get a picture of a typical day in the office, a picture that’ll sharpen up at the interview.
Your job description shouldn’t just be inclusive in its responsibilities, but also of the people applying. It’s common for job descriptions to use language that subtly excludes certain genders, people with disabilities, and other marginalized groups. Consider having a mentor, colleague, or human resources professional review your descriptions to help avoid this.
3. Be honest. It can be tempting to use grandiose, fancy words to spruce up your description to make it look as appealing as possible, but too much sparkle may be deceptive. Make sure your description still conveys the position’s true expectations as you try to put it in a positive light. Think about it this way: is an applicant likely to be disappointed when you verbally explain the job to them over a phone interview?
If you’re interviewing a candidate and it becomes apparent they had the wrong idea of the job, don’t let fear of a letdown keep you from being transparent. Facing any disappointment during an interview is much more preferable than having a disappointed employee on the job.