When you’re ready to grow your team, you want people who are driven, hard workers, independent, personable, and willing to share a long-term contribution. But how can you learn all of that from a piece of paper and an hour-long interview?
At Be Inspired PR, we are very selective when hiring employees. We’ve learned to look beyond what is listed on a candidate’s resume.
A commitment to hold each potential employee and intern to the same high standard has empowered us to grow an amazing and cohesive team. If you’re hiring, keep your eyes out for these six critical signs.
1. Loyalty
When I look at a resume, I look for consistency. Although some people think a good resume is one filled with a variety of work experience, I look for the opposite.
If it is apparent that an applicant has jumped around, they may not be someone who is going to stick around. When hiring, you want someone who is going to give their time and dedication and can eventually be given more responsibilities to become an important asset for your team.
2. Inventiveness
When I interview job candidates, I ask them what they can do for our company. While I want to hear about their past experiences, I also want to know what they bring to the table. You want to hire an employee who is clear on what they can do for you, not what you can do for them.
3. Personality
Ask interview questions that will tell you about the applicant’s personality. If all other aspects of their resume are impressive, but their personality won’t mix well with your team and company culture, they might not be the person for the job. Their qualifications won’t mean much if they can’t work well with others.
4. Experience
Don’t limit yourself to only hiring someone who has had experience in your field. Hiring people from different industries and different backgrounds can prove extremely valuable to your company.
You want to develop a team that can work well together, but think differently. Hiring outside of your industry can bring a fresh perspective and new ideas to the table. Fast learners and team players make valuable employees no matter their background.
5. Knowledge
When an applicant is knowledgeable about your company, it means they are serious about the position. If they already know some of the operations of your business, they’re ahead of the game. This could save you some time when training them. The fact that they have done their research and shown dedication to a company that they aren’t even a part of yet is a very good sign.
6. Work-approved social media
Before you hire who you think would be the perfect employee, take a look at their social media accounts. What people post to the public can give you a good idea of what kind of employee they will be.
An abundance of selfies and self-promotional posts—why they are so great and who they are hanging out with, etc.— is a red flag for me. If you think their photos are not fitting from a future boss’s perspective, your clients will most likely feel the same way, and you don’t want that person associated with your company.
It’s challenging to know a person and their work ethic from a piece of paper and one or two meetings. After assessing them, listen to your gut. You know best whether someone will be a good fit for your company culture. Don’t be afraid to take a chance with someone you feel good about. You could be wrong, but choosing the wrong people can often help you with future hires. You’ll learn to hire the right people again and again.
This article has been edited.
Leila Lewis created Be Inspired PR in 2007, the first full-service public relations agency dedicated to wedding PR. Connect with @beinspiredpr on Twitter.
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