The 4 golden rules for finding the right hire

From Mark Anfruns, Sustainable Mining and Business Improvement

Happy Trouble! I use this term when something positive happens which causes more work. An example is when your baby learns to walk. A happy time that brings the trouble of locking cupboards and putting gates on the top of steps.

Happy Trouble! Your business has reached a stage of success that requires employing your first or an additional employee. Alternatively, when you need to re-hire due to someone leaving. The opportunity to bring in new skills and viewpoints.

Golden rules of employing

Golden Rule No.1 – Can’t find the right person? Don’t employ anyone!
Hold off until you find the person that meets your criteria. Employing the wrong person will incur ‘Happy Trouble’ without the Happy! The wrong person can consume your time with training, counselling and behaviour management. And may negatively impact on valued employees.

Golden Rule No.2 – Define the skill-set required prior to commencing the employment process.
If you haven’t a clear idea, your recruitment outcome will resemble a lottery. Not much Happy in that!

Golden Rule No.3 – Don’t put a low priority on ‘motivational fit’.
Your new employee must have the technical skills to enhance your business. However, if they do not have the personality and motivation that aligns with you, your customers, existing employees and business, then it can be damaging.
On a scale of one equals ‘low’ and ten equals ‘high’, a ‘one’ may indeed meet your requirement. Just don’t allow your position description and interviewing techniques to deliver a ‘two’ when your business requires an ‘eight’.

Golden Rule No.4 – Be well prepared for the interview process.
Clearly develop your interview questions a week prior to the interview. Familiarise yourself with your questions and ensure that they will deliver the desired information. Verbally practice them. Use the same question set for all candidates.
Ask ‘open questions’. Should I ask a person “Can you use MS-Word”, the candidate can answer either ‘Yes’ or ‘No’. That is a ‘closed question’ and will result in having to ask additional questions to define the candidate’s skill level.
The better question is: “Can you describe the MS-Word skills that you have; give an example of when you used these in a document; and what was the outcome?”
Write the candidate’s answers down for post-interview reviewing. Without a structured interview technique, it has been statistically proven that the first and last candidates will be the ones most likely employed.
You could lose the best person for the job! Happy may disappear and leave you with trouble.