Biz Tips: What To Look For In A New Hire

Biz Tips: What To Look For In A New Hire


What To Look For In A New Hire

You’re an employer or business executive scouting talent for your business. But time and time again the hiring process reveals itself as a time consuming and costly process.

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The problem of finding motivated and efficient employees that stay that way in the long run and decreasing the overall turnover rate of your business definitely constitutes a dilemma for most entrepreneurs that are trying to optimize hiring.

Because hiring new employees counts a costly affair as well as an investment, it is natural that a company should make employment decisions that lead to the reduction of turnover, the retention of hard-working and motivated employees, and the mitigation of losses in the training processes subsequent to hiring.

The first interview exists as one of the key gateways that you can use to directly control the expenses of hiring through a thorough investigation of a potential employee.

That said, we can assume that there are a number of traits that are reliable tells or giveaways regarding how confident you can be as an employer regarding the future investment you are interviewing or even post-interview.

Let’s delve briefly into which traits to prioritize when it comes to your newest hires.

1. Long-Term Potential

One of the key areas that you can aim to minimize costs for lies with the reduction of turnover rate, since employees quitting the job abruptly actually creates a majority of cost through wasted investment put into the training of that employee.

Therefore, employers and recruiters should peruse interviewees and hires for traits that emphasize employment longevity as well as the ability to commit.

As a basic example, you should think twice about hiring someone with a very punctuated record of employments that last a very short amount of time, as this indicates that the person likely will not be able to hold onto a job you give them in the long-run.

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In contrast, an individual with college or graduate degrees or with a steady record of employment implies a reasonable choice.

The type and number of certifications that an employee has may also reliably reveal their attitudes towards learning and their potential for long-term growth in the company.

By recognizing the appropriate elements on a potential hire or new hire’s résumé, you can create a system of metrics that categorizes and sorts new hires based on average employment time, giving you a clearer overall picture regarding how the credentials of an employee relate to the turnover rate of your company or startup.

2. Meeting a Bottom Line and Producing Results

In order for your new hire to contribute significantly to the efforts of your company, he or she will need to be capable of actually generating results through work.

There are plenty of individuals who look good on paper in terms of the titles that they hold, but a true and comprehensive litmus test of an individual’s employability should take their ability to actually make an impact through their work into account.

Allowing potential hires to brag about their previous results and efforts and to explain how their accomplished any number of difficult goals will lead to a better sense of that person’s ability and competence.

Further, only through hiring individuals shown to possess a track record of producing solid results can a company apply a more robust growth strategy.

3. Passion, Enthusiasm, and a Practical Mindset

As a general rule of thumb, the ideal hire should be passionate and have some sort of vested interest or involvement with regards to the work they are participating in at your company.

For example, if you were sifting through potential medical school applicants, one of the questions you might ask interviewees might be “why do you want to become a doctor?” The connection between the reasons for become a doctor and actually performing the duties of a doctor are crucial in the same way the reasons for why a job applicant is interviewing for a certain position is important with regards to their long-term retention and advancement.

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This trait should be coupled with a practical mindset, as being able to think practically will allow a hire to actually produce results for the company by utilizing the resources given to them in an innovative manner to come up with solutions.

4. Being a Team Player and Having Good Communication Skills

Giving credit to others when credit is due or simply being able to function and strengthen a team when working on a project are foundational qualities that are important for any business that strives to use the coordinated efforts of different people to achieve a result.

Being a team player and communicating effectively leads to a greater ability to synthesize original ideas from a number of different platforms to enhance the quality of solutions that are delivered.

5 Things to Learn about Building a Successful Team

As an employer, you should ask for experiences that help illustrate an interviewee or hire’s previous work experience in order to get a better sense of how they might fit in with your company.

The Final Verdict?

To sum it all up, when looking for desirable qualities in a new hire, you should prioritize attention towards traits that reduce the chance of an early turnover such as a history of steady work, an ability to commit to tasks and roles, and unencumbered intellectual curiosity.

Ideally, your new hire or interviewee should also express traits such as the ability to reliably produce results and evaluate things from a practical perspective, a vested interest or passion in the work they are applying for, and the ability to function or coordinate well in team environments.

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