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Here at Palo Alto Software , we take hiring pretty seriously. I should know—we just wrapped up a lengthy hiring process within the marketing department. After months of searching, dozens of interviews, and sifting through countless resumes, we finally hired a new managing editor for Bplans. We put a lot of time and effort into the process for good reason—hiring the wrong person for an important role can be a major inconvenience not to mention a potentially huge waste of time, money, and other resources.
This is never truer than for a new business, where initial hires are often integral in setting the tone for the company culture going forward. To that end, I reached out to the Young Entrepreneur Council , to ask for their advice on how to avoid hiring the wrong person. How does your ideal candidate fit into your growth plan for your business?
Why do they think this job can help them fulfill their aspirations? For Jain, getting a sense of the career goals of each potential candidate is a key part of the interview process. However, skimping on the vetting process can create problems down the road. Nicole Munoz of Start Ranking Now emphasizes the importance of getting as strong a sense as possible of your potential employee from their references.
To get as holistic a sense as possible of your potential employee from their references, Munoz recommends asking if you can see samples of previous work as part of your reference check. Does this mean you should abandon interviews altogether? Probably not—but it might mean adding some tools to your interview arsenal beyond simply evaluating resumes and a few rounds of interviews. Realistically, you need to do a bit more to determine if a candidate will fit in with your other team members, and your workplace culture as a whole.
Kevin Yamazaki of Sidebench recommends introducing potential hires to different types of workplace situations and seeing how they mesh with your other employees. Not only does this give you an opportunity to see how your candidate interacts with other employees, it allows key stakeholders the opportunity to give feedback on the candidate.
This shows preparedness and engagement on the part of the candidate—always a good sign. Well, you can—if you build a little hands-on work into your interview process. What defines your company culture? What kind of workplace do you hope to build, and what traits do you value most in your employees? Lee also points out that it will give you insight into whether or not prospective candidates are working to improve.
Orjuela advises considering whether or not your prospective hire is someone you would feel comfortable and confident working under.
Savage also adds that going slowly with the hiring process helps to impress upon your current employees that you prioritize selecting someone who truly meshes with your company culture and that you respect them enough to hold out for the perfect person.
Hogan adds that being clear upfront will also enable candidates to decide for themselves whether or not they are a good fit. What is your gut reaction to a candidate? Brunstein adds that dismissing your instincts throughout the hiring process can ultimately do more harm than good.
Are you ready to start the process of hiring your first employee? What sticking points are you running into? Briana is a content and digital marketing specialist, editor, and writer. She enjoys discussing business, marketing, and social media, and is a big fan of the Oxford comma. Bri is a resident of Portland, Oregon, and she can be found, infrequently, on Twitter. How to Hire for Emotional Intelligence.
Read Starting By: Briana Morgaine. Briana Morgaine. Starting or Growing a Business? Check out these Offerings. Liked this article? Try these:. Back To Top. Get the Bplans newsletter: Expert business tips and advice delivered weekly.
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Job interviews can be daunting. You will find yourself sitting in a room with the hiring manager, having to answer tough questions about your experience and qualifications for the position you are seeking with the company. The more concrete examples you can give, the better you will be able to showcase your value to the hiring manager. That brings me to one of the most challenging interview questions you could potentially face: Why should we hire you? After all, you are comparing yourself to other candidates and trying to set yourself apart from these unknown personas without seeming too boastful. The hiring manager is gauging your response to determine if you are the perfect person for this job.
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According to Forbes , the U. Obviously there is a lot at stake every time you fill a position at your company. Here are nine other benefits you will enjoy if you hire the right candidate the first time around.
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Frequently asked questions and documents. This year, Hire LA's Youth is offering virtual and in-person jobs for young people, between the ages of 14 and 24, who live in the City of Los Angeles and meet the eligibility criteria. The program will help you prepare for a summer or year round job. We will help you write your resume, practice interviews and learn how to manage the money you will be earning.
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