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How to hire the right person

Editorial feature

Do you want to hire the right person to work for you, but don’t know where to start?

Photo by Cytonn Photography on Unsplash

Employing people will ultimately have a positive or potentially negative effect on your company. It’s about employing the right person for the job, not the best.

Attracting candidates is the most difficult task. Recruiting the right person is critical to your company’s success. Many recruiters have solid intuition about who is suited for the position and who isn’t. The decision to hire should be based on strong, objective criteria.

The consequences of hiring the wrong candidate have a detrimental impact on production as well as financial repercussions. Hiring the incorrect person is costly, time-consuming, and damaging to your work environment. Hiring the right employee, on the other hand, pays off in terms of employee productivity, a positive work environment, and a successful employment relationship.

Why is hiring the right person essential?

Your company is only as good as the people that work for it. Every employee, from the front desk to the executive suites, represents a side of your company to clients and the general public. Hiring the incorrect individual may cost you a lot more than money.

Not only are the workers important for keeping clients satisfied and building a long-term reputation, but they are also crucial for a company’s business culture. So, take your time with the hiring process and consider what your company requires of its employees in order to achieve long-term success.

Photo by Christina on Unsplash

Follow the steps below to make sure you follow the right person for the job.

Job description

An accurate job description is essential to prevent employing the incorrect individual for the position. A bad one may attract unqualified candidates. It’s critical to include the role’s success criteria as well as the behaviours, traits, and abilities that will provide value.

Screen candidates carefully

Create a system to cross-check the skills and requirements of your CV with the facts on it. The cover letter is also important, as it shows how well the applicant writes and communicates. Phone screening is also a good way to get in touch with the candidates and get a feel for their personalities. Ask the same questions to all candidates to ensure they are matched with the ideal job. Social media networks help you see how people act and what they’re good at.

Check compatibility

You want to find an employee that fits in with the company’s culture. Before interviewing, ask how they would get along with other employees and managers. Inquire about the applicants’ passions, goals, and priorities. If working for a large corporation with a large income is their ambition, the candidate may struggle to get a job for a small business.


A requirement for candidates to complete a task that needs the abilities for which they are being hired should also be included in the recruiting process. You want to hire a video editor; their CV looks good but you want to find out for yourself? Give them a sample video to edit. Testing a candidate on the abilities they’re going to be hired for is the only way an employer will find out.

Ask for references

It’s usually a good idea to double-check references. Reference checks remain one of the greatest sources of information about a candidate.

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Christina is a freelance journalist based in London, holding a Bachelors and Masters degree in Journalism. She has gone on to work as a journalist with The Career Changers, and is now the business and education editor for Hurst Media Company’s Checklist website.

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