Before Hiring: 6 Key Tips

I’ve worked in recruitment for nearly four years, and I’ve lost count of how many people I’ve helped hire into new positions.

However, I have a very good understanding of what it takes to succeed with a hire. Recruitment is a profession, and our team here knows it well. As a staffing agency, we take pride in delivering quality hires, especially because, through our varied experience, we know how costly a poor recruitment can be.

Here I share my six best tips for the “homework” we do together with the company that is looking for the right new colleague.

This homework is what I call a job analysis or position analysis.

01.

Together with the client, we thoroughly review the company’s current situation and needs, analyze existing staffing, and identify what skills and experience are required to build a complete team capable of delivering on the company’s goals.

02

We make ourselves redundant: sometimes the process stops here because we realize together that the company doesn’t actually need to hire anyone new. Instead, they can make better use of the people they already have. But when we agree that new talent is needed, we move on to step three.

03

Who are they looking for? What qualifications are needed? Education, experience, personal qualities, and who will complement the team dynamic? My experience is that we must think holistically and consider company culture. Not everyone fits in everywhere, even if they have the right skill set. The candidates we identify should understand the environment they’re entering and see where they belong in the workplace. That’s when it becomes a win-win.

04

A good job analysis is a collaboration built on trust and honesty throughout the process. It’s important for us to talk with the people in the company who are looking for a new colleague, like managers, team leaders, and key personnel. When we do this groundwork properly, we can be confident that the client gets real value for their investment. We don’t want them to waste time or money. Our goal is to help them define a precise candidate profile.

05

A company looking to hire must be conscious of what it truly needs. Only when we have that clarity do we begin the search for the right person. We use proven and well-established methods in our recruitment processes. We don’t rely on gut feeling.

06

It doesn’t have to take too long. Taking the time to understand the company and define its needs and competence profile doesn’t happen overnight, but it doesn’t have to take forever either. I promise that those who invest the time they need end up with a better everyday work life and more enjoyable days at work. Often, that also shows up as positive results on the bottom line.