How to hire great employees

If you’re reading this, you have probably noticed already that this article is not about “acceptable” employees, or even good ones. The current job market - though somewhat low in unemployment levels - is still incredibly flexible. A significant number of job seekers today are those wishing to improve or upgrade their careers, rather than those who are desperate for any position.

It is a perfect time to be thinking of the ideal candidate.

Here is a list of things to keep in mind to help you find (and keep) a great employee:

Length of service

An often-unacknowledged influence on productivity is the time that has to be spent training and adapting to new staff. How many hours are lost due to the “new guy” getting to learn the ropes? You want this lost time to be an investment in the future of your business, not simply an opportunity for your new employee to pick up some new skills before they move on.

Look closely at the resume of your prospective employee. A tendency to move from employer to employer may indicate a sign of lacking commitment.

Similarly, look for gaps in employment – especially if it is from a stable and lucrative position to one clearly less worthy. In particular, look for those who have left a profession: there may be an official reason for doing so.

Provide a specific job description

Too many employers treat job descriptions with a sense of generality or a tendency to state the obvious. Consider, for example, asking employees to address “working well in team environments”. What prospective employee is going to actually claim they don’t do this on their own resume?

Set specific skill requirements and attributes required for the exact position. General ideas are not targeted enough.

Be generous to ensure retention

If you know you have an employee to hold onto, make it clear to them. Provide the possibility of bonuses and positional advancement as incentives to stay. Remember, almost half of employees leave work voluntarily because they aren’t feeling acknowledged or respected. Assure the candidates you desire that you will be flexible with entitlements.

Consider internal promotions

A current employee may be the ideal candidate. They have had the time to demonstrate their capacities and their ability to work well with others. It can be a mistake to simply appoint from within, but deserving internal candidates are vital.

Look for those who clearly have the motivation to seek professional advice

A modern, motivated candidate will not provide a 1990’s style resume. They will exploit the full potentiality of modern communications in order to gain an advantage and demonstrate a current, up-to-date appeal.

ISMYCV offers the motivated candidate an opportunity to show potential employers their skills across a range of modern technologies. With ISMYCV, employers can access thousands of resumes and video profiles instantly and for free.

A modern-day resume is more than just a piece of paper; a potential employee who goes the extra mile and has the capacity to promote themselves with cutting-edge presentational techniques may be exactly what is needed!