What to look for in potential new hires.

April 15, 2019

Today, top companies are strategically recruiting candidates that have more to offer than a lengthy resume. According to the U.S. Department of Labor, the average cost for a bad hire can equal 30% of that individual’s annual earnings. That cost includes recruiting efforts, onboarding expenses and training hours. Employers can avoid hiring the wrong employees by focusing more on a candidate’s intangibles during interviews. The best employees exhibit character traits that cannot be taught in the workplace or bulleted on a resume. Below, we’ve laid out a few characteristics for employers to take note of when interviewing potential new hires. 

Do they work well with others? 

Employees who are team players can increase the overall productivity of an organization. That’s why employers need to search for candidates that want to continually grow and add value to those around them. Functional teamwork allows workers to complete more tasks and introduce new ideas. While this can be difficult to discern during initial interviews, employees who exhibit “know-it-all” qualities tend to shut down creativity and production within a team. Look for candidates who display team player qualities during the interview process. A few specific characteristics that should stand out are: 

A great hire can foster great teamwork, which can lead to better work. To determine if a potential candidate is a team player, employers should ask interview questions such as, ‘Do you work best in a group or by yourself?’ ‘What role do you most often take on when working in a group?’ ‘Are you a better written or oral communicator?’ The hiring process can be an extensive one. Fortunately, we have a team of experts that can help you along the way. SourcePointe provides personnel assessments, background checks and drug screenings to ensure that the best people are walking through your doors. 

Are they a good culture fit? 

Great company culture attracts top talent. Businesses that invest in creating healthy and innovative workplaces tend to have more options when searching for new hires. All that to say, one bad hire can tear a culture apart. It has never been so important to hire people that mesh well with an existing workforce. In order to spot candidates that complement your company culture, employers should incorporate the following into their interviewing processes:

Taking time to determine if a candidate would work well on your staff and add to your company culture is important. Ultimately this can lead to lower employee turnover rates.

Are they motivated?  

Passion to do great work cannot be taught. Leadership can invest countless hours and resources into training a new employee how to do their job well, but if that employee isn’t passionate about what they do, their boss won’t be able to acquire their best work. Determining if a potential candidate is motivated to perform well can be as simple as asking, “Why do you do what you do?” Learning about personal motivations and past victories in their careers helps direct employers to the passionate individuals in a pool of candidates. 

We can help.

In today’s economy, recruiting top talent is more critical than ever. The cost of finding, interviewing, and onboarding a new employee is high – that’s why it’s important to hire the right people. Our team is here as a business partner to help employers attract and retain the best candidates. We can review all new hire paperwork, coordinate any background checks or drug screenings, and even provide online, interactive onboarding services for new employees. We’re here to help our clients grow. And that starts by fine-tuning internal processes such as hiring strategies. 

At SourcePointe, we utilize our industry-experience to provide you with a multitude of customizable HR services, support, and solutions. All so your business can do one thing – more business. We’ll provide tailor-made solutions that fit your company’s needs while providing a solid return on your investment that pays off immediately – and for many years after that. 

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