Hiring the best people to join your organisation — some handy tips

A FOUNDER can’t grow a winning enterprise singlehandedly. Some may try, but it is nearly impossible to do so. Every well-known entrepreneur has built a flourishing business with great employees by his or her side.

Yes, certainly, an entrepreneur can invent and even commercialise an idea. In time, however, the tasks of operating a business become too great for the entrepreneur to manage alone. At this point, a savvy leader must find and hire the best workers to help achieve the desired goals and aspirations.

In today’s economy, hiring the best people is more critical than ever. The cost of finding, interviewing, engaging and training new employees is high. Employees also require desks, computers, phones and related equipment, let alone the largest costs of being an employer—salaries, benefits and taxes.

Successful leaders view new employees as an investment and expect an excellent financial return over time.

As an HR employment relations consultant, I usually get contacted when an employer is faced with a problem. Some of the personal grievances or disciplinary processes I have had to deal with can be attributed to an employer not hiring the best person in the first place. So to help avoid this situation from happening, here are four qualities I believe an employer should look for in a person during the recruitment process:

1. Is the person competent?

This is referring to the potential employee having the vital skills, experiences and education to successfully complete the tasks you need accomplished.

2. Is the person capable?

Will this person perform not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? If the person is capable then he or she has potential for growth, and the ability and willingness to take on more responsibility.

3. Is the person compatible with your current workforce?

Will this new employee get along with colleagues, managers and existing or potential clients and partners? There will always be ups and downs but if a person is not able to be amicable to his or her boss or colleagues, then problems will no doubt occur. In addition to this, does the candidate represent or accept your business values, culture, expectations, policies and procedures? If not, then again he or she is likely to be disruptive and difficult.

4. Is this person committed to your business?

Is this just a job or does this new employee see him or herself establishing a good career with your organisation? A history of past jobs and time spent at each provides a clear insight on the matter.

There are certainly other qualities but these four I have personally found to be essential. To support your decision when hiring a person, also do a thorough reference check. As an employer you can get the information you need and still comply with Privacy Act.

You can learn a lot by looking at who the applicant has nominated as their referees — and who they haven’t. If they don’t name a past employer, ask them why. The explanation might tell you a lot about the person.

Also, if want to approach more people, ask the candidate’s permission for other names of former managers, peers and subordinates who you can contact. This gives the person a chance to specify other contacts, or say no. He or she also has the chance to explain why. Again, an explanation may be enlightening.

If you need to get a reference from a particular person, because it is relevant to the position advertised, as the employer you should explain why. If the applicant refuses, you may then be justified in not going further — on the basis that you don’t have sufficient information to judge the person’s suitability.

There is nothing in the Privacy Act which stops employers from finding out relevant information about an applicant. You just have to be up-front with the person about getting that information.

If you would like to know more, please contact me on 027 292 9330 or email craig.sidoruk@businesscentral.org.nz

Craig Sidoruk is a human resources and employment relations consultant with Business Central in Hawke’s Bay and Gisborne.