Listed in: Staff & people

How to hire the right people

Good people with the right skill match for your business can be hard to find. Here’s some tips to help when it comes time to recruit more people.

5 minute read

Agency or DIY

If you have a role you need to fill, you can either do the searching yourself or use a recruitment agency. If you don’t have a human resources specialist or you’re too busy, an agency can save you a lot of time. They have the know-how and existing networks, so they can help you find suitable candidates quickly. An agency can also be a good option if you want to ‘headhunt’ specific people for the role because they will have experience in doing this discreetly and professionally. If you’re doing it yourself, LinkedIn can be a good starting point to find people.

Unless you’ve worked with a particular agency previously, initially they will lack ‘insider’ knowledge - a really clear understanding of your business, its culture, and all the qualities required for the role. That’s why it’s vital that you spend time giving them a thorough background of your business and a very clear brief for the position.

Like many professions, the standard of service varies between agencies. So, do a bit of digging around first – ask business colleagues and experienced friends for recommendations – referrals are often the best.

Writing a good job ad

If you decide to do it yourself, you’ll need to put together a compelling job ad that attracts the right type of candidates.

Key things you should include:

• a catchy title with keywords for online searches
• a brief company summary – sell your benefits but don’t exaggerate them
• a description of the culture – talk about the team, the environment, the people
• a description of job benefits - make sure you know exactly what the role is (writing a job description and career development profile first will help)
• talk to the reader e.g. “You will…”, “the role will provide you with…”
• a summary of the package - it’s not just about money, for example describe the challenges, opportunities, perks, flexibility with hours/working from home
• the minimum experience required, skills and qualifications, and ideal characteristics
• ask for a cover letter, which can provide useful clues to the nature of the applicant
• provide clear contact details and instructions. 

If you use a recruitment agency, you should only need to interview a handful of suitable candidates. If you’re doing the recruitment yourself, you could save a lot of time by screening people over the phone before you commit to an interview in person.

Use an effective interview process

There are several things you can do to make sure the interview process helps you choose the right person.

• Prepare well (with your team if possible) – write a detailed profile of the ‘ideal’ person you want so you know what to look for when interviewing.
• Include co-workers in the interview process. Other people may pick up on subtle signs (positive or negative) that you miss, and it’s also good to get a second opinion that either confirms your view or questions it.
• When talent is in short supply, most candidates will have multiple opportunities. So, to manage timelines and avoid disappointment, at the start of the process ask candidates if they are looking at other positions.
• Before they come in, tell the candidate that you’d like to answer all their questions. Ask them to prepare a list and bring their questions with them. You’ll learn more about someone, and their understanding of things, from their questions rather than their answers to your questions.
• When they’ve finished asking their questions, tell them about your company and clearly explain the role: why you’re hiring, what they’ll be doing, career development opportunities, and details like hours.
• After you’ve explained the role thoroughly, ask them how they feel about the things you’ve just told them.
• Remember, they are assessing whether the company is right for them just as much as you are assessing them, so don’t make the candidate feel like you are interrogating them.
• Look for nonverbal cues. For example, body language can reveal if someone feels comfortable talking about certain topics and not about others.
• Take shortlisted candidates for a coffee out of the office to see how they are in a less formal setting, interacting with other people.
• When you’ve found someone who you think is right for the role, let them meet the people they’ll be working with daily, and ask your team if they think the candidate would be a good fit for your company. 
• Use second, third, or more interviews if you feel you need them to help make a decision on the right applicant.
• Go with your gut instinct – don’t try to sell yourself a candidate. If you find yourself trying to come up with reasons as to why you should hire them, then you probably shouldn’t hire them.

Reference checking is a must

When you’ve made a choice, it’s essential to reference check, even if you’ve found someone ‘ideal’ or it’s someone already known to people in the company. Try to talk to two people including a past employer. Past colleagues and reports can also help to give an all-round view. But you must always get permission before contacting a referee.

How to seal the deal

To ensure you get the right person onboard, you need to put your best foot forward throughout the recruitment process. Communicate openly and frequently with candidates and let them see what your company and culture is about. Be very clear about the job requirements and your expectations, and also find out what’s important for them.

Make sure your offer is competitive. That’s not just about the salary. For many people, things like culture, flexibility, and recognition can be more important, and ultimately, what could win them over.

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