How to Hire Qualified Staff

So business is going from strength to strength and you're looking to take on more staff to help even out the workload. Why does this sentence fill so many with dread? Whether you think it's hard to find good staff or you've had bad experiences in the past, the idea of having to go through the hiring process again makes even the toughest boss think twice.

Our favourite way of tackling the hiring scenario is to always have an easily-accessible careers section on your website. This section can ask important qualifying questions and keep suitable candidates on file for future hiring possibilities. Here at Ireland Website Design, we can create a potential candidate database that allows companies to sift through and filter all CVs uploaded to quickly identify any suitable people for the role on offer.

Tracking down the right person for your opening can be time-consuming and difficult. The best way to avoid this? Preparation beforehand! Avoid the cost and hassle of having to go through the process again by ensuring you pick the right person for the job.

Here's some of our top tips to hiring qualified staff that will suit your business.

1. Define the job description. A great way of cutting out any unneeded questions in the interview stage is writing out a detailed role analysis. This doesn't just include their role within their company but also proven accomplishments they have already achieved; desired skills; required attitudes and behaviour that will suit your working environment. If the new employee will take over some of your own role, write down what your own routine is; it'll help you decide what the new candidate needs to do and what they need to be capable of.

2. Training a newbie or adapting an experienced recruit?
This debate is crucial to determine before you even take in any applicants' CVs. Do you have the time/facilities to spend hours training someone completely new to the role? If not, do you think an experienced employee can adapt to new methods in your workplace? Consider the long and short term needs of your business and how each would fit in.

3. What's missing? Figure out what your company/sector is missing. Try and focus on hiring someone with the strength sets and skills that your work place is missing.

4. Trial run for a day. Get the top three candidates in to job shadow for a day. By observing their working habits and their attitudes to working as part of your team, you can gain insights a simple CV can't tell you.

5. Always accept applicants details. We touched upon this in the intro: keep applicants' details on file for future use.

6. Use a score process/rating guide. Work out who are the most suitable candidates via an unbiased scoring system. This way, you can avoid personal bias towards or against any potential candidates.

7. Talent scout. Check out LinkedIn, MeetUp.com and listen to word of mouth.

8. Keep your website, Facebook and Twitter up-to-date to entice the best candidates in.

9. Be patient.... and don't settle. You want the right person for the right job.

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