The Critical Questions to Answer for a Successful New Hire

Let’s say you have followed interviewing skills training best practices, completed the interviewing process and have chosen the best candidate for the job. A lot rests on the candidate’s acceptance and satisfaction once aboard.

If you can’t afford to lose this one now (or in the future), be sure you have answered the questions they will be evaluating themselves as they consider your offer.
  1. Compensation. Is the pay competitive and fair? Check current salaries for comparable jobs.
  2. The job itself. Have you described the job and the organizational culture accurately? The better you represent the work, the team, the company and the goals, the better the candidate can picture just what the job involves. And have you injected some enthusiasm into your description? Genuine excitement about the job can make the difference in a candidate’s acceptance or rejection.
  3. Career development. Is there a future here? Ambitious workers want to know that there are ample opportunities for development, advancement and growth.
Cover these three aspects thoroughly with the candidate to improve the chances that they will not only accept the offer but also thrive on the job.

Use a True Test of a Candidate’s Skills Before Hiring Them

Predicting the on-the-job behavior of a job candidate simply from an interview or two based upon interviewing skills training best practices can be problematic.

All your questions were answered satisfactorily, the resume lists more-than-adequate experience in relevant roles, and references have been positive. But still…can you guarantee the interviewee will be able to work well in your unique environment, get along with your team and deliver the results you need? One way to find out is to assign a real-world project.

The advantages to the company are many. Assuming the candidate wants the job, they will give it their best effort. Some organizations even assign projects to several potential hires in order to compare the results and offer the job to the superior candidate. The work gets accomplished with a minimum of expense or risk on your part.

As well, the candidate will have had an opportunity to work with your team. When they come aboard, they will have a jump start on the work ahead.

Seek Diversity When You Hire to Build a Stronger Team

Be sure you know what is missing on a team before you draw up the job profile that will guide your hiring decision. Maybe you need certain technical expertise. But you might also need the ability to uncover a certain personality style as part of your interviewing skills training.

Have you ever tried to work with a team of leaders? Or, maybe worse, a team of followers? You need both on a team to stay productive. So beyond what you define as the skill set needed, assess what working style would most contribute to the team’s success. You should strive for a combination of inspired leaders, thoughtful planners, detail-oriented implementers, and creative problem solvers.

Granted, interpersonal dynamics are nearly impossible to predict but there are metrics out there now that claim to give hiring managers more data as to which candidate is more likely to survive and thrive on the new job. And give the team a share of the hiring decision. After all, it is in their best interests that the new hire is compatible with the goals and values of the team.

Team cohesion translates into team productivity.