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How to Hire the Right People

What (Really) Goes Into Hire Right People That Works


Regardless of the service or product you provide, the ideal team can make or break a business’s success. Hiring highly motivated and skilled employees can have a big impact on your potential to expand. However, recruiting these people and evaluating whether they are a good fit for your company and team can be challenging. 

Hiring a new employee is a thrilling experience. However, it is also one of the greatest risks that small business owners will face as their business expands. First, you must place your trust in someone who has no emotional attachment to your company. This person will be mainly responsible for carrying out your mission in areas where you no longer have the capacity or the requisite skills. Finally, you’ll commit time, money, and a lot of effort to ensure that this person understands and cares about your company. 

It will need more than just you and your key partners to take your company to the next level. You need bright and committed employees on board to keep your ambition moving forward. You must take the time to hire the right employees because a bad hire could cost you a lot of time and money. According to the Society for Human Resource Management, the cost of sourcing, recruiting, and onboarding a new employee might exceed $240,000. So you need to look beyond skills, education, and work history and find employees who also embrace less tangible principles and characteristics, such as respect, loyalty, commitment, adaptation, and appreciation, among others. 

Factors to consider while hiring 

When it comes to hiring, we need to keep a few factors in mind: 

  • Establish the following competencies: Prioritize the “must-have” skills in your job description so that you may focus on people who can make a difference on their first day. 
  • Assess additional capabilities: Determine whether the individual has the experience and abilities to advance beyond the essentials of the job and undertake extra responsibilities. 
  • Analyse cultural compatibility: The interview is a fantastic opportunity to determine whether a candidate is a creative thinker and team player whose personality and trustworthiness will be a good fit in your company’s culture. In this case, trust your intuition. 
  • Determine the level of commitment: Is the person enthusiastic about the job and in it for the long haul? You don’t want to invest in a hire who may only be looking temporarily. 

Steps to avoid bad hiring decisions 

Find personnel who are culturally compatible with your firm 

If you want to make the best hiring selection for your company, you must first understand its requirements. Begin by determining your company’s mission and vision. You’ll be able to narrow down on individuals with a similar mindset once you’ve gained a thorough understanding of your company’s criteria and culture. 

Design detailed job descriptions 

You will have problems recruiting the correct person if you do not clearly understand the sort of work you expect from your potential employees. Create job descriptions that represent the duties, degree of abilities, and experience required for each profile in your organization. Before bringing on new employees, make sure they understand what they’re putting themselves into. 

Give candidates an assignment to do 

Giving candidates an assignment to assess if they have the abilities required for the job is a crucial component that more and more businesses are catching on to. For example, if you’re looking for a content strategist, ask applicants to create a content strategy for one or two companies to determine whether they have what it takes. 

give candidates an assignment

Don’t just look at the CV 

Often, people who look great on their resumes aren’t nearly as good on the job. It is also critical not to be impressed solely by previous work experience and learn about the candidate’s interests and goals before extending an offer letter. For example, if a candidate’s dream job is to work for a large business, working at a startup may not be a good fit in the long run. 

Don't Just look CV

Look into the references provided 

Many candidates submit references from previous jobs they held. One of the most acceptable ways to learn more about a prospect is to conduct a reference check. Employers can also conduct independent research by contacting others who have already worked with the candidate. 

Make completely sure your motives for hiring someone are sound and equitable. Continue to find ways to recruit good individuals to work for your organisation, as a great staff is hard to come by. 


Entire OnHire understands the importance of the recruitment process better than anyone else. It is more than just evaluating cover letters and resumes; it is about understanding your company’s needs and pairing them with someone who not only satisfies the requirements but will also offer value to your team. 

How do you find the right person? The response will vary based on the needs of the business. An engineering firm, for example, maybe seek someone with a technical degree who is also good at public speaking. In contrast, an art gallery may be searching for someone with a liberal arts background who is a critical thinker. 

However, both employers may ensure that they target good prospects by clearly defining their company’s mission and values. It’s critical to understand who you are as a business, what you want from your staff, and what procedure decides whether a candidate is a suitable fit. 

An effective hiring procedure will assist you in weeding out individuals that do not match the criteria. After all, a poor hiring decision can be costly. 

At Entire OnHire, we solve staffing problems for everyone from small businesses to Fortune 500 corporations. We are well-known around the country, and our staffing software enables us to discover the best people for your company. 


How can you keep your perfect employee from departing now that you’ve found them? 

Various factors influence employee happiness and retention, and the top motivators may surprise you. 

According to Harvard Business Journal research and a report from an author and business coach, employee engagement and organisational culture are the primary drivers of employee satisfaction. 

Employees want to feel like they are a part of something “special” more than they want to be paid well. This occurs when the “ideal” employee’s vision and values match those of their company. In tandem, the employer engages with that person and makes them feel valued and respected. 

Employees who are recognised at work are also happier. Employers who value performance and reward employees for their efforts, whether with a certificate, a promotion, or a luncheon, foster a healthy work environment. Furthermore, appreciation inspires employees, and as a result, they work longer. 

Finally, compensation and benefits should be considered, albeit this may be more significant in some businesses than others. A financial planner or stockbroker, for example, is frequently more concerned with income than the majority of people who work in nonprofit and health care areas solely to serve others. 

While recent research found that only 12% of workers left their jobs due to low salaries or bad perks, that doesn’t imply it’s unimportant. You do not have to pay the greatest wages in your market, but you should be competitive. Offering increases, bonuses, and reward programmes are all excellent ways to inspire and retain employees. 

What does this mean for you? 

Recruiting and developing talent contributes to an organization’s productivity and growth, but it is no easy task. 

If your company wants to develop and evolve this year, it’s time to think about your staff, and Entire OnHire can definitely ease out the process for you. We assist workforce management and labour-hire organisations in reducing manual inputs and repetitive data entry by up to 75%! This frees up your personnel to focus on higher-value duties that will help your company and bottom line flourish. 

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