A hiring manager combs through candidates’ resumes.

How to Hire the Right People for What Your Business Needs Right Now

Sometimes, your business needs an extra push to help you reach your goals. And that push often comes in the form of an amazing employee. Consider Disney’s experience. 

Disney has always been an important name in the entertainment industry, with its kids’ movies and theme parks drawing in millions of people. However, the company wasn’t living up to its potential. It was stuck firmly in the kids’ market when it could have expanded even further. Then, Disney got a new CEO, Bob Iger. 

Bob Iger’s work helped Disney go from a big part of the industry to practically owning the industry. He helped the business acquire the film studios Pixar, Marvel, and Lucasfilms, which gave Disney a huge income boost. 

Iger did more than just help Disney acquire successful businesses—he broke Disney out of its mold. In 2019, Disney launched a new streaming service, Disney+. An ambitious project that will cost Disney billions of dollars in royalties, but has already helped rebrand Disney as a risk-taking, innovative business. 

Does your company need someone who can help take it boldly into the future? Finding the right employee can help you reach ambitious business goals. Let’s look at three ways you can upgrade your hiring process so you can hire the right person for your business. 

Figure out What Your Business Really Needs 

It’s easy to hire for what you think your business needs. For instance, your company may be growing rapidly, and you may reason that you need another salesperson when you really need another manager to keep up with your team. 

Analyzing what your company actually needs ensures that you pick the best possible employee. You can decide what your business needs by going through the checklist below:

  • Is this job or duty something that needs to be done regularly? Duties that have to be done repeatedly are often better suited to an employee versus a contractor. Your state’s contractor employment laws will also affect this decision. For example, a new law in California requires that contractors do work that is outside the main duties of the business they’re working for. Otherwise, they’re considered an employee. 
  • Are the duties vital to your business’s outcomes? Tasks that don’t contribute to the future progress of your business aren’t worth hiring someone for. 
  • Will you need more employees to help your business reach its goals? If you’re planning on expanding your company, you may need to plan for potential necessary roles. 
  • Is the job something that can’t be handled by a contractor or outside agency? Depending on the cost and level of internal collaboration needed, it may make more sense to hire your own staff member versus an outside agency. 

Once you’ve figured out what you really need for your company, and from your applicant, you can zero in on the right qualifications for screening your candidates. However, there’s one qualification that’s essential but not always easy to spot. Does your applicant fit into your company culture?

A new employee settles into her job and team.

Make Sure Your Candidates Fit Your Company Culture 

Job duties and salary tend to be competitive across industries, meaning other factors like company culture will play a decisive role in a job candidate’s choice. Having an attractive company culture may even mean the difference between your current employees staying or moving on. 

Hiring employees who don’t fit your culture can cause you to lose new hires quickly and even poison your business’s culture. Even large organizations like Google aren’t immune to the effects of bad culture. 

Many senior employees are leaving after years at Google simply because their culture is changing. Google’s culture, which used to focus on transparency and being active in social causes, is now targeting profit and expansion. With Google’s founders stepping down, it’s clear that these changes are only the beginning. 

By making company culture one of the decisive hiring factors, you can prevent this from happening to you. Display details about your company’s culture in the job description, and make it a big part of the hiring process. This will even give applicants the chance to weed themselves out if they don’t fit in. 

Focusing on how well a candidate fits your culture protects your business from developing a toxic culture. It also helps you keep new hires longer. Now that you have a shortlist of candidates who suit your company, you need to create interview questions that will help you pick the right person. 

Use Situational Interview Questions Instead of Simple Q&A Sessions

Normal job interviews often turn into a recap of the applicant’s resume or a question and answer session that gives you no further insight into the candidate’s abilities. Either way, a regular interview doesn’t help you determine if someone is the right fit. However, situational interview questions can show how well candidates will fulfill the new role. 

Situational questions allow you to assess how a potential employee would approach situations and tasks that are essential to the job. According to one study, situational interviews work by revealing how well candidates figure out what a situation requires

For instance, if you’re hiring for a sales position, you could ask the person how they would handle an angry customer or how they get through conversation stoppers. This can demonstrate the applicant’s abilities before you take on the risk of hiring them. 

By leveraging situational interviews, screening candidates for culture fit, and understanding what your business needs, you’ll be able to hire the right person for what your business needs. 

Great Hires Start With Your Needs and Business Outcomes

Your business needs the right people to grow successfully, but finding that help doesn’t have to be complicated. Using these tips can help you discover the right person for the job so your company can reach its goals. 

A major roadblock to finding the right employees is understanding what your company really needs. EOS® can help you learn your business needs and identify the roles you need to hire for so that you can fill the gaps. Traction Coach can help you use the power of EOS® to grow your business.