Making the right decision when hiring someone new

Recruiting the right person for the role can be difficult so it is vital that the correct steps are taken

As a business owner it is more than likely you’ve hired many people that have lasted less time than Kim Kardashian and Kris Humphries’ marriage.

In some cases this can’t be helped, sometimes the candidate might expect the role to be different to what it is and chose to leave. In just as many other cases, the candidate turns out to not live up to first expectations!

Recent research states that one in five people lie on their CV, this can be bumping up grades, stating work experience that didn’t take place or even fabricating a reason for leaving a previous role.

It is important for an employer to know they are doing everything right in the hiring process. Let’s face it; it’s not a cheap process. We suggest you follow these simple steps when hiring a new employee to ensure the a swift and effective recruitment drive:

1. Writing the job description

In order to prevent any form of miscommunication, the job description has to be detailed, make sure you include every skill and duty that the candidate will need and be doing.

Ensuring all potential candidates know what is expected of them is the first step to eliminating anyone that wouldn’t be able to meet the specific requirements.

It is also important to write the expected qualifications, years of experience and anything else you require them to have on the job description. This will once again narrow down the number of people that apply.

2. Finding candidates

When you hire new employees, you probably more often than not post job adverts to attract as many people as possible, or sometimes even use a recruiter.

Sites that are sometimes missed or forgotten are CV databases like DYWAJ, instead of receiving a number of CV’s that won’t fulfil the requirements; you are actually able to look through CV’s that are relevant. This cuts a lot of corners in the hiring process, enabling you to hire the best person for the role.

3. Shortlisting and interviewing candidates

Looking through applications and choosing whom you will be inviting in for an interview takes time, you need to be thorough and observant.

Check that the information they provide is accurate to the best of your knowledge. Once you have narrowed down the list of people to interview, ask them to bring in things like their proof of being able to work in the UK, any certificates for their qualifications and written references they may have already.

This puts you one step ahead of making sure their application is legitimate.

When you get to the point of interviewing each individual, talk to them about his or her previous experience, this is the best opportunity for you to gauge what that person is like.

If the role is office based and a high standard of writing is necessary then it could be useful to set a writing task for each interviewee.

4. Choosing and screening selected candidates

Once you have completed all of the interviews and begin to narrow down your candidates by evaluating the qualities each individual has, think about what the role entails and what the candidate needs to be able to do, for example – public speaking, networking etc.

Darren Diamond – CEO (

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