20 Secrets to Hiring the Right People

Running a business isn’t easy, and neither is hiring, too. Human resources have been a critical factor in carrying out tasks and it’s still very important today where all jobs haven’t been automated or replaced by robots… yet!

Living in a very social world, we’ll have to interact with people – the right people, if we really do want to enjoy the efficiency that comes with not having workers or partners drag you back when you should focus all the energy on getting important work done.

In this article, I’ll be showing you 20 great secrets to make certain that you choose the right person or people to work with in any business you venture into.

A wise individual once stated, “Your business is just as comparable to the people you work with.” Have you at any point heard this statement? I can boldly affirm its validity with my experience trying to set up a business some time ago. My circle was not as passionate about the business. I had to go it alone and it made a huge difference.

Pick the perfect individuals and your organization will be on the road to success. Employ the wrong people and it can drastically demolish efficiency, wreck inspiration, and harm your business’ image. Hiring the right people should be a high priority and on the top of your list.

The secrets I’m about to give you have been tested and tried found to be important factors to consider if you really want to enjoy great working relationships, minimal distractions from people, drama, and effectiveness in carrying out your project with very little stress.
Let’s get started!

1. Don’t Hire the Best People

“Hire the right people, not necessarily the best people. The way to get the best people is to train them. There are no “best people” in the market, the best people are the ones you train yourself. Hiring the “best in the market” but not suitable to you is like putting a Boeing 747 (A very powerful aircraft) engine into a poor tractor. Neither of them would be happy.”
These are the words of the famous Entrepreneur, Jack Ma.

2. Honesty

Your candidates should be honest and trustworthy. You need people you can trust, not individuals whose actions and words conflict with each other all the time. Having honest people around also saves you time from looking back to ensure that no one stabs you while you work, because you know your people have your back and that is priceless.

3. Attitude

Attitude really is everything!. You don’t need people who lose motivation at the first sign of any difficulty but people who can push to get what they want. Attitude and energy can’t be taught. These common qualities are incredible qualities of a prospective employee.

Attitude can also really be contagious. So, you need people who have positive attitudes. Then as a team, serve as an inspiration to one another when anyone is losing hope. Unforeseen issues may arise and you need people who can stand strong and unshaken even in the midst of those problems. Skills and technology can be taught or learned, but attitude is innate.

4. Integrity

We need people whose words, we can trust. That’s what integrity means – complete harmony in what someone says, thinks, and does. That can be an indispensable trait of a great employee.

People with integrity won’t promise you to beat a deadline just because they need a deal but wholeheartedly tell you with all sincerity when and how they’ll deliver on a job and they keep to their words.

5. Know What A Great Talent Really Looks Like

You know your business and job more than anyone else. That also gives you an insight into the kind of people you’d want to work with. Things like;
– Experiences / past performance
– Personality
– Learning and growth abilities
– Philosophies, beliefs, and values the candidate holds for job responsibilities, the industry, your company’s mission, etc.

Making an exhaustive picture of what you need and anticipate from all your workers may appear to be overwhelming. However, it will enable you to employ people who are a genuine fit for the organization’s culture and for the position itself. Shawn Busse, the CEO and Founding Partner of Kinesis says he makes use of a tool called “My Dream Employee,” which writes down in detail what kind of people he’ll want to work with, and that guides his interview processes.

6. Passion

This is very important because when you are passionate about something, you don’t see that thing as a chore. When you find people, who are as interested in your business as you are, then you have found an amazing team. I’ll say that it won’t be easy, genuinely seeing or getting people who would share your passions for a particular idea, but it’s possible to find.

Passion is far more important than engagement, you don’t want people who are just busy but productive doing meaningful work.

7. Sincerity

Some people can really be brutally open and truthful. Most of us don’t like people like that –HAHA-. But the truth is that those kinds of people can be really beneficial to the success of a business. We tend to live in a politically correct world but still, there are people who don’t fail to say how they really feel about a decision or something.

All the same, you should never tolerate someone like that disrespecting your decisions at any point because when sincerity turns into rebellion, then it can be destructive for the teamwork of any company. They should be people who aren’t afraid of saying their minds but still, trust in your leadership and their boss.

8. Do the listening

Humans tend to reveal their true selves by just talking. They’re in a position where they need the job, so it shouldn’t be that difficult to keep them talking with very simple very strategic questions. Try to talk at least 20% of the time while they try to impress you. But then, find patterns, cues that tell if someone is actually genuine or not. You can find those patterns in their words. Don’t be swooned by grammar or intonation, but their words. The words make the man.

9. Hire people that walk fast

This is actually a surprisingly weird one but it has a lot of sense to it and it comes from Dean Atchison, Founder of Spectrum Aeromed.  “Hire people that walk fast… They tend to have a sense of urgency about life and a tendency of taking action.”

10. Creativity

It’s very certain that you won’t have all the answers no matter how deep you are in any business. Your candidates should be able to think outside the box and most importantly, creativity should dependably be invited by your business. No one is an island, you may just get a groundbreaking idea to skyrocket your business to a whole new level. So, find yourself a team of really creative individuals.

11. Limit the number of interviewers

You don’t need to organize a 15-man panel to select just one candidate. Some of these interviewers may say ‘yes’ because they don’t want to be the “bad guy”, and some others may say “no” because they don’t want to hire the wrong people. Instead, have just a few people who can be objective about their decisions and attach little to no bias in selecting the right candidate for the job.

12. Cover your weaknesses

We all have weaknesses, whether or not you admit it but the difference between exceptionally successful entrepreneurs or business people and others is the ability to spot those weaknesses and get someone to fill that void.

Go take a strength and weakness test. There are so many on the internet. But if you could meet one-on-one with a trained psychologist, that could also be invaluable as they can spot and tailor strengths you possess or lack and be near perfectly specific about it.

13. Wait till you find the right person

Never compromise your hiring standards. If you haven’t gotten the right fit for a position, do not, out of desperation settle for less than the minimum requirements you have set in any position. Be patient but still be on the lookout.

14. Hire hungry, bright, and modest people

There are people really good they can handle a job even if they don’t look or seem it. They know they still have a lot to prove and people like these are invaluable to a company’s growth. They’re most often very fast learners and can get the hang of a position in no time. These kinds of people tend to be very loyal as they appreciate the initial trust in them that got them the job.

15. Hire a people person

Hire someone who enjoys interacting with others. Someone or people who genuinely care for others naturally. They can be invaluable to a business as they constantly seek to not just improve themselves but also the lives of everyone they come in contact with.

16. Hire people with a strong work ethic

A strong work ethic is a priceless personality trait that isn’t easily taught or imparted but is a core trait for anyone who possesses it. With a lot of work to be done, you don’t want people whom you’ll have to scream or shout at before important work is done. You need people that realize the urgency in filling in any position at any firm or organization.

17. Keep searching even when you don’t have openings

Building a great team is crucial to the point that top CEOs around the globe spend their time enlisting even when there isn’t an opening in any position. For these guys, discovering talents is a ceaseless activity. It might appear irrational but it’s important to organize interviews and pre-select candidates that fit a position.

Take as much time as is needed, form associations with imminent applicants, and pick the correct fit. Then you won’t have issues selecting a candidate immediately if there is an opening.

18. Pre-screen your candidates

You could actually hold your first interviews with potential employees on the phone before deciding a date for a one-on-one, real-life interview if the candidate passes the test. You may get a phone interviewer on this one. It’s possible a candidate may look good on paper, but lack manners or courtesy. More often than none, a skilled interviewer would be able to tell whether or not a candidate is a right fit for the job on the phone.

19. Treat candidates like clients

This shows them that you see them as freethinkers and not robots coming in to work for a mindless, emotionless boss who’s just interested in profits even if it’s detrimental to the well-being of his employees. It shows prospective employees that you care about those whom you work with.

This actually inspires candidates to look forward to working with you. This is really important as it builds excitement that they’re actually going to have a great time with you in the company.

20. Test them

Some people are so petty that they add skills to their CV that they have no experience whatsoever. Give them a test, test out all your candidates to see if they correctly did the job that their position requires.

This is still buttressing the importance of honesty and integrity when working with someone. Do not take lightly anyone that just looks good on paper but lacks content because you know what? they’ll take that attitude into the job and keep messing things up for you while they go home each month with a paycheck. Always test properly those you want to employ.

There you have it, 20 amazing secrets to hiring qualified people for a job. These tips are fairly easy to follow but very effective in choosing the right candidates for a position or job. However, a word of­ advice; Be the kind of leader you’d want to follow.