Most managers think they know what works in hiring a new employee but experts say most of them just skimp on their time and energy to find the best applicants for the job.

Being a manager is always facing the challenge of getting the best people on the team. Best in terms that it would help their company prosper at the same time in the career growth of the employee.

So if you’re a manager how would you get the right and the best applicants?

There are 7 points to consider in improving hiring practices:

1.    Think Ahead

Imagine what you and your company would be like 5 to 10 years from now. Visualizing your goals will help you understand what you really want to have for your company now. By defining what you want, you can come up with the specifications and the qualifications of the people you need to help you attain your goals.

2.    Be Competitive

There may be a pool of applicants but you should also consider that you are not the only one looking for the crème of the crop.  In order to get the best, you need to lay down competitive salaries and benefits. If you are on a tighter budget, you can come up with more benefits so that you don’t have to pay much. Similarly if you don’t have benefits like insurance then you should consider paying more.

3.    Find Better Applicants

Creating a great job listing is like writing a job description. The main difference is that you need to incorporate behavioral characteristics that you believe will be necessary for a new hire to be able to deliver the job well and adapt to your office culture. How would you know that this person would fit culturally in the office? All you have to do is look into the best qualities your existing employees already share.

Also consider adding detailed bullet points describing the job's main tasks, educational, and experience requirements aside from the behavioral characteristics. For example, instead of writing "10+ years experience required," consider something more appealing like "Team player with strong leadership skills and 10 or more years of demonstrated ability to manage effectively." 

4.    Ask the Right Questions on the Interview

After sorting out all the applicants’ résumé, comes an important time wherein you would face your future employee. In an interview, the key in getting the best answers from the best applicants is asking the right questions. Do not ask questions that would provoke the applicant to answer the obvious like asking them if they can work under pressure then the answer would definitely be a yes. Instead ask a question that would make them talk more and express their ideas by that you would get to know how they think and sometimes a part of what they are. It also helps if you let them do a demonstration of their skills or a practical exam. But never forget to be sensitive; maintain legal and non personal questions. You are not permitted to ask questions about a person's age, race, creed, sexual orientation or marital status. Do not hire on the spot. Take time to review all applicants interviewed.

5.    The Importance of a Follow-up

After an interview, either you or the applicant may ask for a follow-up on the application. This is then the perfect time to take another look at the applicant. You can have them interviewed by another manager for a second opinion. Also, check the references provided. This is one of the most overlooked parts of the hiring practice, but experts say it is absolutely important. You may also ask additional information that you have missed the first time and even ask if the applicants agree to credit-history checks and pre-employment drug screenings.

About the Author:

Geeko is a pen name of a Computer Engineering graduate from University of San Carlos. He’s the Project Coordinator and Marketing Head of Global Interactive Solutions, Inc. that specializes on Search Engine Optimization (SEO), Website Development, Ecommerce, Content Management System (CMS) and Software Applications. He’s a blogger and currently manages the social media of DitoNa.com. He maintains an enormous wealth of ideas and information. Very active in conceptualizing things and put them into action with faith and trust. Oh he’d be pleased if you would follow him on Facebook by clicking here.