One of the biggest challenges you can face as an employer is how to hire the right employee for the job. Creating a strong team is vital to the success of any business and, once employees are through the door, it can be difficult to replace them if they prove unsuitable. This is why the recruitment process is crucial. Below, you can find some tips on how to hire employees that are right for your team the first time.

Do Your Research

Is there someone in your company already who has a similar job role? Speak with HR to see if you can view their original job advertisement. This might look different from their contract, but it will give you a starting point so you know what to advertise for. Make sure you specify what is essential for the job. If it can’t be completed without the knowledge a particular qualification provides, then make sure that it is included in the job description. However, if that same skill can be acquired through equivalent experience, then you can specify this as well. Be careful that you don’t fall into the trap of inadvertent age discrimination. For example, it won’t be possible for a graduate to have five years’ experience within a similar role. Your HR team will be able to advise you on this.

Advertise Diligently

Once you have written your perfect job description and ad, you need to decide where to market the job. Sites like cover a wide range of sectors and have advertising options to suit all budgets. You can tailor where your ad will show up and how often it can be refreshed depending on the package you choose. It’s important to find a site that works in the industry you are advertising for. Some sites, which are vague and non-specific and claim to cover everything, will also offer you vague and non-specific candidates.

Recruitment sites are now offering optional extras to candidates so you, as the employer, will be able to see and hear those who have applied as well as reading their resume. Seeking a recruiting company that has supplied candidates with the ability to express themselves in the best possible way – like a video embedded into their online resume – will help you get the measure of candidates before contacting them for an interview.

Interview Environment

Once you have created a short list of candidates to invite for an interview, make sure that you are fully prepared to meet them. Your panel should consist of yourself, an impartial member of the company (e.g. a member of HR) and another member of your team, ideally in a different position of seniority to yourself. This will give you a good spread of opinions and assessments of the value each interviewee can add to your team. Decide how you would like to conduct the interview. For example, are you going to have set questions which will be marked on a points basis? Or will the interview be a more informal and conversational style? The best approach will depend on the position you are interviewing for.

Recruiting is an important aspect of any management role, and part of the job is to find employees who are right for the position. With careful advertizing and preparation, you can be confident that the best person will walk through the door the day of your interview.

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