How to hire the right people for your company?

Are you looking to hire suitable candidates for your company? Here is a number one hiring tip from JLR Associates to help hire employees that are a good fit for your company. 

Define the job description and requirements

How do you define the job description and requirements? First, you need to know what skills and qualifications are required for the position that you are looking to fill. A job description must clearly define the responsibilities that will lead to clearly specified goals and determine success. The more quantifiable these goals are, the better. The job requirement section of the job description should directly reflect the expectations of the job. Clarifying expectations will put the employee in a far better position to succeed. The more your job description accurately reflects what the hiring needs are to succeed, the more success you will have with your hires. In short, make sure the job description describes the real job.

The Outcome

In short, make sure the job description describes the real job. Once you have a clear understanding of the job requirements, you can start to look for candidates that meet those criteria.

1. Does your job description accurately reflect the job responsibilities? Define the major responsibilities, describing the job as it currently exists, and including the essential duties of the job.
2. Are the requirements for the job clearly outlined? What are some of the big changes or improvements the person would have to make to succeed?
3. What are the most important skills and competencies used on the job (i.e. leadership, team skills, communications, and problem-solving)? Identify the essential job skills and competencies that are important to this role.
4. Does your job description include quantifiable objectives? It’s important to identify key objectives the person in the role needs to accomplish in the first six months to one year to be successful.
5. Does your job description include direct reports? If appropriate, identify the position of who the individual will directly report to and be overseeing their performance.

At JLR Associates, we use a performance-based recruiting system. If you choose to use us to help you with your employee search, our process begins by working very closely with our clients to identify the top three or four primary performance objectives. These objectives define the major benchmarks that a candidate must achieve within the first six months to one year in order to be successful in the position. Then we use this information to filter the candidates and to identify candidates who have a proven history of success accomplishing similar work.