Hiring Your First Employees_ What You Should Do

Hiring the right employees will help you grow your business over time. But, looking for the right ones is often very tedious. So, here are some things to tick off your list of what a good employee should be before you hire them.

What to do:

  1. Never trust your instincts

Do not rely on your instincts or gut-feel alone. Looks and personality can be deceiving, and so a thorough background check is a necessity and a must. The most hardened criminals are usually the ones best at camouflaging their true self. So, check personal, medical, military records, prior employment, incarceration records, drug tests, credit history, driving records and other publicly documented records.

  1. Drug-test your candidates

Addicts on the job can put dampen, if not stop, the company’s productivity. They are also prone to on-the-job accidents that are likely to file for workers compensation attorney rochester ny. The job offer may be denied if the candidate refuses to undergo such tests.

Job interview

Job interview

  1. Screen for misdemeanours and unwanted behaviour

A background check in all of the candidates is a must, and that includes their social media accounts. You may be able to find out more about the person, especially how they behave in these media sites.  

  1. Focus on the candidate’s potential

The potential to be great lies on the personality. So, look out for this kind of behavior among the applicants. Social intelligence is very important, especially when dealing with social situations. They should be good in dealing with other people.

  1. Fit the personality to the job at hand

A personality that fits a job description is a little tricky. Sometimes, they may have the personality, but they aren’t up to the tasks and responsibilities that the job demands. So, make sure you hire the right one, with the right personality and with a kind of dedication and willingness that represents a good employee.

  1. Ask the right questions

The right questions should lead you to see a candidate’s ability to self-assess and express how they could contribute to the company through their emotional intelligence. You may also determine their work styles and communication skills. Sometimes, asking really good questions can give you an overview on a candidate’s level of business astuteness. Beware of asking questions regarding ethnicity, age, religion, and other personal topics as these can be interpreted as discriminatory.

  1. Let candidates ask questions too

This is one way to find out if the candidate has the personality to take on the job. It also allows you to see and understand what is important for them. It is also your responsibility to give honest answers to their inquiries as this can give them a clear picture of the working environment. It will also give them an idea whether or not to pursue a career in the company, or realize that the job offer simply doesn’t suit them.

  1. Consider your other employees when hiring

It is an employer’s responsibility to provide a safe and healthy environment for all employees. If an employee has anger management problems or an aggressive behaviour, it is best to find a new one as soon as possible. Also, employees who have feelings of entitlement, doesn’t do well with disappointments and failures.

  1. Don’t judge based on outward appearances

Again, looks can be deceiving, sometimes. Do not immediately write off a guy full of tattoos; instead consider his qualifications and how well he can do the job. As long as they are passionate, motivated and dedicated to the job, they will make great candidates. And possibly, good employees, even if they don’t look the part.

You also have to expect, that even with this kind of preparation and screening, there will be failures. Despite your efforts to set things right, if the problem remains unsolved, it’s okay to fire or let an employee quit. After all, you would want a team that will help your company grow and prosper.

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