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How to hire employees quickly (and make the right choice)

How to hire employees quickly (and make the right choice)

Realizing your big idea is the next big thing is great. Realizing your staff is to small to handle the work? Not so great. For expanding companies, fast growth can be exciting, but it also comes with the pressure and risk of expanding your workforce without diluting its talent. But how to hire employees quickly, and make sure you get it right?

Bringing in the wrong people could send your soaring company into a tailspin. So, you need to set realistic timelines and follow a well-designed hiring process to keep you on track. Here’s how to keep your hiring pipeline moving quickly when you need it most.

Identify your needs

You know you need more people. But simply adding more people to your business won’t get you where you need to go. You’ll need a clear idea of what the new role entails and the necessary competencies if you want to hire as soon as possible. Along with building out specific job descriptions, make sure you identify some key metrics:

  • Define the mission of the role;
  • Identify the objectives the role should achieve;
  • Clarify these annually and quarterly; and
  • Determine what core skills are required to make that happen.

In addition, advanced search technology such as SearchMonster is built around semantic searches for synonyms of core competencies and objectives, creating richer results than simple Boolean searches for lists of job skills. So, from a sourcing perspective, more clarity will also help generate better information for creating the best job keywords.

Insist on your organization’s values and culture

Hiring a bad fit can be worse than not making a hire at all. And the best way to avoid a bad hire is to align the process with your company’s culture. Just because you need to hire employees quickly doesn’t mean abandoning that culture. “Hiring people with values that mirror your company’s culture is crucial,” says Laura Yip, co-founder and chief people officer at Storm8, a mobile game network based in Redwood Shores, California.

“At Storm8, we look for candidates who thrive in an entrepreneurial environment,” Yip says. “If they require a ton of hand-holding, it probably isn’t a good fit.” Likewise, if your company’s success relies on its company culture, avoid risking it just to fill a position.

 

Interview in a group

Having several people participate in one interview saves time. It also can provide multiple perspectives to the same answer, according to Scott Wintrip, founder of Wintrip Consulting Group in St. Petersburg, Florida. “There are limits to our perception; you tend to miss things that aren’t your expertise or are unexpected,” he says.

In addition, panel interviews can help avert decisions based on emotion. “The moment we become comfortable with a candidate, we stop asking some of the questions we had planned on,” Wintrip notes. “Group interviews aren’t a new idea, but if you put four people in a room with the candidate, it can give you differing perspectives that can help you reach a faster, better decision.”

 

Inspect for red flags (twice)

Moving fast on new hires may tempt you to cut corners in your interview process. That can mean leaving out important steps, or worse — making you ignore a nagging feeling that something is a little off. And when that happens, you’re more likely to make the wrong choice.

“Do your reference checks and listen closely for concerns and red flags,” says Mikaela Kiner, founder and CEO of UniquelyHR, an HR consultancy in Seattle. And in the post-interview debriefing with other team members, spend a little extra time talking about why the person might not be a good hire, Kiner adds. “Ask everyone to answer the question: ‘If this person doesn’t work out, why would that happen?'” A few warning signs to look out for might be:

  • Showing up late to the interview;
  • Dressing inappropriately;
  • Talking too much;
  • Offering vague or non-responsive answers; or
  • Coming off as combative or defensive.

Some of these behaviors may be explainable, but your interview team should make sure they are addressed.

 

Ready to hire (the right) employees quickly?

Growth is a great sign for your business, but not at the expense of quality. Want more tips on how to hire new employees the right way? Sign up for Monster Hiring Solutions and you’ll have access to expert recruiting advice, the latest in hiring trends, and additional resources to help you find and hire the best job candidates, now.