It’s time for your business to get some new employees! Once you’ve gotten past the point of figuring out what positions your filling, getting the resumes in and scheduling interviews; this is when you can find out a little bit about your new potential hire.

Of course, after the interview (or before – however you do it) you can run your prospect through a background check and follow-up with the references. However, what we hope to convey in this article are a few things to keep an eye out for during the interview itself.

Enthusiastic and Ambitious

When you explain to your new potential employee what it is you do; how do they respond? How about their skills or past employment? Is it a little interesting (in a good way) or kind of uninspiring?

You’re not just filling a seat. You have a chance to find someone that’s ambitious and excited about the prospect of working for your company. There are folks out there that want to really do something special in their professional lives. These types of people are a lot more fun to find and hire than just another office drone. They’re generally a whole lot more productive as well.

Long-Term Potential

Unless you’re in some sort of special circumstance, look for someone who wants to stick around. Not necessarily someone who says they want to just be doing the same thing in fifteen years, but someone with some loyalty.

You can get a bit of a snapshot on how they’ve faired in this respect with their resume, and, following up with those previous employers.

It’s a lot easier on everyone at the office if you just hire people that want to grow with the company. It saves you the headaches of hiring new people on a regular basis. Not to mention getting them completely trained.

Excited to Learn

This goes hand-in-hand with the previous section. If your potential new hire is excited to learn, they’re easy to move around the company if you need to. Again, this can save you a bundle of time and money going through the hiring process all over again.

Look to the resume again, what are some of the accomplishments? Is there anything on the resume that shows extra-curricular pursuits that don’t necessarily pertain to a specific job description?

Things that can be encouraging on a resume in this area would be personal pursuits that go beyond watching TV. Look for the woodworker or the hobbyist programmer. These are usually people that just enjoy learning and mastering new skills.

Team Player

While you might find the occasional, what we’ll call “ninja maverick” 99% of the time, you want someone who’s going to play nice with others. What we mean with that fun little title is someone who is incredibly skilled, but a bit of a loner. You might be in the 1% exception, but if you’re not, continue reading.

A good team player is someone who generally also holds better long-term potential. If they enjoy the team they’re apart of; they’re far less likely to want to leave.

Someone that’s willing to learn while they work alongside more senior employees, is usually a lot more valuable than the standoffish know-it-all. Team players are willing to help in any way they can, instead of shrugging things off as ‘not their responsibility.’ This leads us into our next and final topic.

Great Attitude and Personality

This is not a call for vanity or picking nit on taste. If you’re looking for someone that’s going to be around for the long-haul and works in a team; you’re going to want them to be easy to get along with.

Look for someone who stands out from the rest. Skilled but boring is fine, but there are talented people out there with great personalities as well. People with fine-tuned social skills have an easier time around the office. So much of what goes on in the office and in business (and life in general) revolves around clear communication. There are even real reasons to try to find someone with a good sense of humor!

Finding quality people for your business is one of the toughest challenges we all face. But, put in the time and it proves to be well worth it. Investing the time and effort just builds upon and strengthens your companies biggest asset; it’s workforce.

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