{"id":156761,"date":"2023-11-22T12:00:25","date_gmt":"2023-11-22T12:00:25","guid":{"rendered":"https:\/\/startups.co.uk\/?p=156761"},"modified":"2023-12-18T11:40:02","modified_gmt":"2023-12-18T11:40:02","slug":"hiring-right","status":"publish","type":"post","link":"https:\/\/startups.co.uk\/people\/recruiting\/hiring-right\/","title":{"rendered":"Hiring right: the key to a successful workforce"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row][vc_column][vc_column_text]<span style=\"font-weight: 400\">Hiring the right people is a tough challenge for business owners, and even supposedly strong leadership teams can get it wrong (just look at the constant coming and goings in the UK Cabinet Office). If you&rsquo;re lucky, you&rsquo;ll realise someone is a bad fit during <\/span><a href=\"https:\/\/startups.co.uk\/people\/recruiting\/probation-periods\/\"><span style=\"font-weight: 400\">probation<\/span><\/a><span style=\"font-weight: 400\">.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">But occasionally, it might be months before you realise a replacement is needed, during which time insurmountable damage may have been done. So how can you avoid this outcome?&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">There are many factors that influence how well someone will perform a role <\/span><i><span style=\"font-weight: 400\">beyond <\/span><\/i><span style=\"font-weight: 400\">skills and experience<\/span><i><span style=\"font-weight: 400\">.<\/span><\/i><span style=\"font-weight: 400\"> They also have to <\/span><a href=\"https:\/\/startups.co.uk\/strategy\/how-to-write-a-mission-statement\/\"><span style=\"font-weight: 400\">believe in your mission<\/span><\/a><span style=\"font-weight: 400\">, align with the company culture, and work well with colleagues.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Find someone who can do it all, and you&rsquo;ve hit the jackpot. Yet, thankfully, it&rsquo;s not all potluck. With the right strategic approach, SMEs can lay the foundation for long-term growth and prosperity. Read on to find out how.<\/span>[\/vc_column_text]<\/p><div class=\"jumplinks-content\">\n <h3 class=\"jumplinks-content-title\">\n This article will cover: <\/h3>\n <ul class=\"jumplinks-content-list\">\n <li class=\"jumplinks-content-item\">\n <a class=\"jumplinks-content-link jumplink-anchor\" href=\"#link-why-is-hiring-the-right-people-important\">Why is hiring the right people important?<\/a>\n <\/li>\n <li class=\"jumplinks-content-item\">\n <a class=\"jumplinks-content-link jumplink-anchor\" href=\"#link-how-can-you-identify-the-right-candidates-for-your-business\">How can you identify the right candidates for your business?<\/a>\n <\/li>\n <li class=\"jumplinks-content-item\">\n <a class=\"jumplinks-content-link jumplink-anchor\" href=\"#link-hiring-mistakes-to-avoid\">Hiring mistakes to avoid<\/a>\n <\/li>\n <li class=\"jumplinks-content-item\">\n <a class=\"jumplinks-content-link jumplink-anchor\" href=\"#link-setting-an-effective-probation-period-and-objectives\">Setting an effective probation period and objectives<\/a>\n <\/li>\n <li class=\"jumplinks-content-item\">\n <a class=\"jumplinks-content-link jumplink-anchor\" href=\"#link-conclusion\">Conclusion<\/a>\n <\/li>\n <li class=\"jumplinks-content-item\">\n <a class=\"jumplinks-content-link jumplink-anchor\" href=\"#link-hiring-faqs\">Hiring FAQs<\/a>\n <\/li>\n <\/ul>\n<\/div>\n[\/vc_column][\/vc_row][vc_row][vc_column]<div class=\"jumplink-anchor-section\">\n <div class=\"jumplink-anchor-pointer\" id=\"link-why-is-hiring-the-right-people-important\"><\/div>\n<\/div>\n[vc_column_text]\n<h2>Why is hiring the right people important?<\/h2>\n<p><span style=\"font-weight: 400\">Hiring the right people is crucial for any organisation&rsquo;s success. It&rsquo;s an investment that can bring about a multitude of benefits, including:<\/span><\/p>\n<ol>\n<li><b> Greater productivity: <\/b><span style=\"font-weight: 400\">hiring individuals with the right skills, work ethic, and experience leads to improved output and quality of work. If they can handle tasks on their own, this will&nbsp; also relieve managerial workloads by reducing the need for additional training and support<\/span><\/li>\n<li><b> Reduced turnover: <\/b><span style=\"font-weight: 400\">for every right hire, there&rsquo;s an avoided mishire that could have led to a disruptive firing or resignation down the line. That&rsquo;s why hiring right reduces <\/span><a href=\"https:\/\/startups.co.uk\/people\/management\/staff-turnover\/\"><span style=\"font-weight: 400\">turnover rate<\/span><\/a><span style=\"font-weight: 400\">, saving on resources spent recruiting and onboarding new staff&nbsp;<\/span><\/li>\n<li><b> Improved innovation: <\/b><span style=\"font-weight: 400\">appointing the right person to a role, rather than the one you like the most, eliminates bias and ensures a diverse team with multiple skill sets and perspectives to ultimately foster an <\/span><a href=\"https:\/\/startups.co.uk\/strategy\/organisational-culture\/\"><span style=\"font-weight: 400\">organisational culture<\/span><\/a><span style=\"font-weight: 400\"> of innovation and creativity<\/span><\/li>\n<li><b> Stronger team dynamics and morale:<\/b><span style=\"font-weight: 400\"> a team of competent and compatible workers will naturally lead to a positive and supportive work environment, boosting morale and overall job satisfaction<\/span><\/li>\n<li><b> Long-term growth and sustainability: <\/b><span style=\"font-weight: 400\">strategic hiring can rapidly accelerate progress towards the company-wide or departmental <\/span><a href=\"https:\/\/startups.co.uk\/project-management-software\/smart-objectives\/\"><span style=\"font-weight: 400\">SMART objectives<\/span><\/a><span style=\"font-weight: 400\">, as you&rsquo;ll be able to identify the types of personalities and skill sets required to meet goals<\/span><\/li>\n<\/ol>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column]<\/p><div class=\"jumplink-anchor-section\">\n <div class=\"jumplink-anchor-pointer\" id=\"link-how-can-you-identify-the-right-candidates-for-your-business\"><\/div>\n<\/div>\n[vc_column_text]\n<h2>How can you identify the right candidates for your business?<\/h2>\n<p><span style=\"font-weight: 400\">Making the right hire requires <\/span><a href=\"https:\/\/startups.co.uk\/project-management-software\/strategic-planning\/\"><span style=\"font-weight: 400\">strategic planning<\/span><\/a><span style=\"font-weight: 400\">. It&rsquo;s about matching the unique strengths of the recruit with the needs of the organisation &ndash; not necessarily finding the most qualified or even the most enthusiastic candidate.<\/span><\/p>\n<p><span style=\"font-weight: 400\">After all, even Batman accepted that he might have been the hero that Gotham deserves, but not the one it needs right now. Here are three top tips for businesses to identify the right candidates for optimum <\/span><a href=\"https:\/\/startups.co.uk\/project-management-software\/performance-management\/\"><span style=\"font-weight: 400\">employee performance<\/span><\/a><span style=\"font-weight: 400\">:<\/span><\/p>\n<h3>1. Clearly defining the job requirements and responsibilities<\/h3>\n<p><span style=\"font-weight: 400\">Know what you&rsquo;re looking for. Ironing out the particulars of what qualifications the recruit should have will enable you to zero in on the type of applicant you are hoping to attract, allowing you to craft an accurate and enticing job description that finds the right eyes.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Organise your description so that it answers the &lsquo;who&rsquo;, &lsquo;what&rsquo;, &lsquo;when&rsquo;, &lsquo;where&rsquo;, &lsquo;how&rsquo;, and &lsquo;why&rsquo; of the job:<\/span><\/p>\n<p><b>Step 1. Why <\/b><span style=\"font-weight: 400\">do you need to hire them? Identify what is missing from the team, department, or company, and how the talent gap might jeopardise operations or growth objectives. For example, do you need to increase brand awareness? Hire a marketing manager or social media specialist.<\/span><\/p>\n<p><b>Step 2. How <\/b><span style=\"font-weight: 400\">will they contribute to the overall success of the company? Pull from your business <\/span><a href=\"https:\/\/startups.co.uk\/project-management-software\/what-is-a-kpi\/\"><span style=\"font-weight: 400\">Objectives and Key Results (OKRs)<\/span><\/a><span style=\"font-weight: 400\"> to clarify how the new employee should accelerate progress towards meeting these goals.<\/span><\/p>\n<p><b>Step 3. When and where <\/b><span style=\"font-weight: 400\">will they work? Define the typical work schedule of the role, as well as whether it is in-person or in-office. Consider the wider team they will need to work with, as well as who they will report to and, if relevant, who they might supervise.<\/span><\/p>\n<p><b>Step 4. What<\/b><span style=\"font-weight: 400\"> are the essential duties of the job? Define the functions that the employee must be able to perform in order to be successful in the role day-to-day. Explain how they service an overall goal (eg. phone answering for improved customer service).<\/span><\/p>\n<p><b>Step 5. Who <\/b><span style=\"font-weight: 400\">should the candidate be? Outline what experience you expect them to have, values they should embody, and broader professional goals that might be relevant. Highlight the necessary training they might need to specifically integrate with your business.<\/span><\/p>\n<h3>2. Developing a thorough recruitment process<\/h3>\n<p><span style=\"font-weight: 400\">One of the most useful procedures you can instil for human resource (HR) management is an effective, streamlined <\/span><a href=\"https:\/\/startups.co.uk\/people\/recruiting\/recruitment-process\/\"><span style=\"font-weight: 400\">recruitment process<\/span><\/a><span style=\"font-weight: 400\">. This is a series of steps designed to take the hiring team from job posting and advertising, through to passing probation.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Luckily, if you&rsquo;ve completed the above, you&rsquo;ll already have an established job definition to work with, which means you&rsquo;ll have completed the first two steps: <\/span><b>planning your recruitment process <\/b><span style=\"font-weight: 400\">and <\/span><b>writing the job description. <\/b><span style=\"font-weight: 400\">The next steps are as follows:<\/span><\/p>\n<p><b>1. Target candidates via a well-placed job advert. <\/b><span style=\"font-weight: 400\">Locate where you will be most likely to find top candidates and market the position here. This might be a company website, LinkedIn, via networking contacts, or even social media.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Remember to also include materials like your company <\/span><a href=\"https:\/\/startups.co.uk\/strategy\/how-to-write-a-mission-statement\/\"><span style=\"font-weight: 400\">mission statement<\/span><\/a><span style=\"font-weight: 400\"> and <\/span><a href=\"https:\/\/startups.co.uk\/strategy\/company-values\/\"><span style=\"font-weight: 400\">core values<\/span><\/a><span style=\"font-weight: 400\">. In today&rsquo;s labour market, candidates are increasingly prioritising <\/span><a href=\"https:\/\/startups.co.uk\/strategy\/meaningful-work-benefits\/\"><span style=\"font-weight: 400\">meaningful work<\/span><\/a><span style=\"font-weight: 400\">,<\/span><span style=\"font-weight: 400\"> which means this information could be critical for securing their buy-in.<\/span><\/p>\n<p><b>2. Screen CVs and applications. <\/b>Screening typically involves reviewing CVs, cover letters, and other application materials. An informal call with the job seeker may also be conducted during the screening phase.<\/p>\n<p><span style=\"font-weight: 400\">Screening is also the optimum time to inquire about salary expectations. If the company has a very different view on what the position&rsquo;s salary band should be, it is preferable to identify such discrepancies early on, rather than after a more extensive interview process.<\/span><\/p>\n<p><b>3. Conduct interviews<\/b><span style=\"font-weight: 400\">. Plan the format and duration of the interview, considering role requirements, candidate background, and any references provided. Prepare a list of questions that the CV wasn&rsquo;t able to answer, such as motivations for leaving a previous job.<\/span><\/p>\n<p><span style=\"font-weight: 400\">In addition to a Q&A, various assessments may also be employed to evaluate a candidate&rsquo;s technical or professional competencies. We&rsquo;ll explain more about how best to appraise a recruit&rsquo;s performance in the section below.<\/span><\/p>\n<p><b>4. Make an offer. <\/b>After the interview process, the team should score each candidate on their performance to arrive at an overall &lsquo;winner&rsquo;. Now, it&rsquo;s time for the exciting part: extending a job offer.<\/p>\n<p><span style=\"font-weight: 400\">Whether by phone, email, or in-person, give details of remuneration, notice period, and start date. Any information should also be sent over in written form to record what was discussed. Once the employee contact has been signed, the deal is done &ndash; you&rsquo;ve made your hire!<\/span><\/p>\n<h3>3. Using a variety of assessment methods<b><br>\n<\/b><\/h3>\n<p><span style=\"font-weight: 400\">Most of us think of the standard question-and-answer format when picturing a job interview. But today&rsquo;s recruiters are increasingly recognising that not everyone excels in this setting.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Adopting a multi-pronged assessment approach is now seen as the fairest approach to ensure that certain personality types are not unduly favoured. Relying solely on interviews could overlook the strengths of candidates who are less eloquent or outspoken, for example.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Cross-referencing the results from numerous tests also promises a more engaging experience for candidates, who feel their skills and abilities are being thoroughly evaluated.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Here are five common tests and exercises to introduce during the interview stage:<\/span><\/p>\n<p><b>1. Skills tests: <\/b>in technical roles, it is very common to have candidates take a skills test in subjects like mathematics, coding, or even machine operation. This is to assess whether the bullet points they&rsquo;ve bragged about on their CV are real, so it&rsquo;s a good idea to introduce it between the screening and interviewing stages.<\/p>\n<p><b>2. Psychometric tests: <\/b>personality tests aim to uncover an applicant&rsquo;s interests, values and motivation.There are no wrong answers in a personality test. The results are intended to inform managers about how the applicant might fit together within the broader team, not whether they have &lsquo;passed&rsquo; or &lsquo;failed&rsquo; the interview.<\/p>\n<p><b>3. Case studies: <\/b>closely related to a skills test, the employee is given a real-life situation that they would face in the role to demonstrate their expertise. For example, a PR manager might be asked to complete a press release for a client within the typical timeframe and setting the role would require.<\/p>\n<p><b>4. Trial shifts: <\/b>most commonly used by firms in the service industry, trial shifts are a chance to put the interviewee into action to see if they have the necessary skills required. Be aware that employers are advised to pay workers at <i>least <\/i>the national minimum wage for any trial shifts they are asked to undertake, in order to avoid a potential legal entanglement.<\/p>\n<p><b>5. Presentations: <\/b><span style=\"font-weight: 400\">particularly for more senior roles, many employers ask candidates for presentations as proof of how they might carry out complex managerial tasks, like <\/span><a href=\"https:\/\/startups.co.uk\/project-management-software\/best-project-management-software\/\"><span style=\"font-weight: 400\">project management<\/span><\/a><span style=\"font-weight: 400\">. Presentations take time and effort so be wary of giving the new hire too much to complete. Some applicants may be put off by a task that will take days to work up.<\/span>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column]<\/p><div class=\"jumplink-anchor-section\">\n <div class=\"jumplink-anchor-pointer\" id=\"link-hiring-mistakes-to-avoid\"><\/div>\n<\/div>\n[vc_column_text]\n<h2>Hiring mistakes to avoid<\/h2>\n<p><span style=\"font-weight: 400\">Finding that dream hire who ticks all your job role boxes is every business owner&rsquo;s wish. But it&rsquo;s worth questioning if a new starter&rsquo;s outstanding CV and years of experience will actually translate into a productive, motivated worker.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Just ask Erik ten Hag, who signed the headstrong Christiano Ronaldo for Manchester United in 2021. One year later, Ronaldo, considered one of the best footballers in the world, jumped ship after the club scored its worst Premier League season in history.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Aside from giving Manchester City fans a big laugh, Ronaldo&rsquo;s quick hire-and-fire cost the club millions of pounds and significantly damaged its reputation as a top destination for Premier League players.&nbsp;<\/span><\/p>\n<p><span style=\"font-weight: 400\">Learn from ten Hag. Here are five steps that small business owners should take before you sign that line on the employee contract:<\/span><\/p>\n<h3>1. Spot the skills<\/h3>\n<p><span style=\"font-weight: 400\">Everybody likes the personality hire. But it&rsquo;s important to find candidates who have the skills and experience necessary for the position, not just those who seem like they&rsquo;d be a good laugh at the lunch table. <\/span><span style=\"font-weight: 400\">Use multiple assessment methods to test out these practical skills in a real-life situation, and ascertain that the recruit is capable of what they claim to be.<\/span><\/p>\n<h3>2. Consider your team<\/h3>\n<p><span style=\"font-weight: 400\">A caveat to the above; you don&rsquo;t want a &lsquo;high performing negative&rsquo; who may be good at their tasks, but disruptive to the workforce. Psychometric tests tell you the characteristics of a recruit so you can see how team characteristics might slot together. <\/span><\/p>\n<p><span style=\"font-weight: 400\">Like cooking a meal, the key ingredient to a successful team is to balance out the flavours. As sweet goes with sour, generous executives go well with frugal accountants.<\/span><\/p>\n<h3>3. Slow down<\/h3>\n<p><span style=\"font-weight: 400\">In today&rsquo;s competitive landscape, and when you have a vacancy that is negatively impacting output, it can be tempting to say yes to the first CV that comes your way. But recruitment is not a race. <\/span><span style=\"font-weight: 400\">Take time to properly screen every application before you make your judgement. Screening AI tools can dramatically speed up the process by evaluating resumes at scale.<\/span><\/p>\n<h3>4. Don&rsquo;t ignore RTW checks<\/h3>\n<p><a href=\"https:\/\/startups.co.uk\/people\/right-to-work-checks\/\"><span style=\"font-weight: 400\">Right to Work (RTW) checks<\/span><\/a><span style=\"font-weight: 400\"> are part of the pre-employment screening process when hiring. They are a legal requirement for employers to confirm that a person has the right documents to be employed in the UK. <\/span><span style=\"font-weight: 400\">If you are found not to have conducted a Right to Work check, you may receive a penalty notice from HMRC. Depending on the circumstances, the fine can cost up to &pound;20,000.<\/span><\/p>\n<h3>5. Question your gut<\/h3>\n<p><span style=\"font-weight: 400\">There is no point in engaging in a lengthy and admin-heavy recruitment process if you make your final hiring judgement based on gut feeling. Every assessment of the candidate should be based on objective criteria, not personal bias. <\/span><\/p>\n<p><span style=\"font-weight: 400\">It has become common for assessors to ensure that there are two to three people in the room during an interview. This is called a &lsquo;panel interview&rsquo;, and it can help reduce the effects of any one individual&rsquo;s biases during questioning.<\/span>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column]<\/p><div class=\"jumplink-anchor-section\">\n <div class=\"jumplink-anchor-pointer\" id=\"link-setting-an-effective-probation-period-and-objectives\"><\/div>\n<\/div>\n[vc_column_text]\n<h2>Setting an effective probation period and objectives<b><br>\n<\/b><\/h2>\n<p><span style=\"font-weight: 400\">Viewed by many as an extension to the recruitment process, <\/span><a href=\"https:\/\/startups.co.uk\/people\/recruiting\/probation-periods\/\"><span style=\"font-weight: 400\">probation<\/span><\/a><span style=\"font-weight: 400\"> is the critical period when a newbie enters, and learns, their new role. During this time, their manager will closely monitor how well they have taken to the position and the workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400\">At the end of a set period of time (usually one to three months), the person will then either pass or fail the probation and be let go from the workforce.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Whether or not a person passes their probation is a useful test of whether they were &lsquo;a right hire&rsquo;. That means, while it might not be part of the standard recruitment process, probation is worth considering in your hiring strategy.<\/span><\/p>\n<p><span style=\"font-weight: 400\">To set an effective probation period and objectives, employers should consider the following:<\/span><\/p>\n<ul>\n<li><b>Length of probation:<\/b><span style=\"font-weight: 400\"> clearly define the length of the probation period (typically ranging from three to six months) considering the complexity of the role and the need for thorough evaluation<\/span><\/li>\n<li><b>Probation objectives:<\/b><span style=\"font-weight: 400\"> establish objectives that align with the new hire&rsquo;s work responsibilities and the company&rsquo;s overall goals. These should be <\/span><a href=\"https:\/\/startups.co.uk\/project-management-software\/smart-objectives\/\"><span style=\"font-weight: 400\">SMART (Specific, Measurable, Achievable, Relevant, and Time-bound)<\/span><\/a><b><\/b><\/li>\n<li><b>Regular feedback: <\/b><span style=\"font-weight: 400\">employees are closely monitored during probation, making it an ideal time for spotting early issues or concerns. Managers should schedule regular meet-ups to prevent long-term performance issues and track progress towards goals<\/span><\/li>\n<li><b>Document performance:<\/b><span style=\"font-weight: 400\"> so that managers do not make a snap judgement on probation pass or failure, it is helpful to keep a record of the new hire&rsquo;s performance to inform decisions at the end of the test period.<\/span><\/li>\n<\/ul>\n<p>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column]<\/p><div class=\"jumplink-anchor-section\">\n <div class=\"jumplink-anchor-pointer\" id=\"link-conclusion\"><\/div>\n<\/div>\n[vc_column_text]\n<h2>Conclusion<\/h2>\n<p><span style=\"font-weight: 400\">Making the right hire sounds like an empty instruction. After all, when would you ever aim to choose the &lsquo;wrong&rsquo; candidate? But in truth, how you approach your recruitment process directly impacts if a candidate excels in the role &ndash; or flatlines, to your team&rsquo;s detriment.<\/span><\/p>\n<p><span style=\"font-weight: 400\">Strong employee performance is directly linked to positive business outcomes. By following the tips and strategies outlined in this guide, you can avoid costly hiring mistakes and build a team of talented and dedicated individuals who will help you achieve your business goals.<\/span>[\/vc_column_text][\/vc_column][\/vc_row][vc_row][vc_column]<\/p><div class=\"jumplink-anchor-section\">\n <div class=\"jumplink-anchor-pointer\" id=\"link-hiring-faqs\"><\/div>\n<\/div>\n<div class=\"faq\">\n <span class=\"faq-title\">\n Hiring FAQs <\/span>\n <ul class=\"faq-list\">\n <li class=\"faq-item\">\n\n <span class=\"faq-question\">\n How do you recruit the right candidates? <\/span>\n\n <div class=\"faq-answer\">\n Writing an accurate and relevant job description, posting the job advert in the correct location, and conducting careful CV screening, are all important steps in the recruitment process that companies should take to source the best candidates for a role. <\/div>\n<\/li>\n\n\n<li class=\"faq-item\">\n\n <span class=\"faq-question\">\n How do you know if a candidate is right for the job? <\/span>\n\n <div class=\"faq-answer\">\n An effective way to confirm a person&rsquo;s aptitude for a role is to assess them using multiple methods. Aside from a standard Q&A, the five most common interview techniques include skills tests, psychometric tests, case studies, trial shifts, and presentations. <\/div>\n<\/li>\n\n\n<li class=\"faq-item\">\n\n <span class=\"faq-question\">\n What are the common errors in recruitment? <\/span>\n\n <div class=\"faq-answer\">\n Common errors in recruitment include not validating a person&rsquo;s skill set; not considering personality clashes in the wider team; rushing the recruitment process; ignoring background checks like Right to Work; and evaluating recruits on subjective, not objective, criteria. <\/div>\n<\/li>\n\n\n <\/ul>\n <script type=\"application\/ld+json\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@type\":\"FAQPage\",\"mainEntity\":[{\"@type\":\"Question\",\"name\":\"How do you recruit the right candidates?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"Writing an accurate and relevant job description, posting the job advert in the correct location, and conducting careful CV screening, are all important steps in the recruitment process that companies should take to source the best candidates for a role.\"}},{\"@type\":\"Question\",\"name\":\"How do you know if a candidate is right for the job?\",\"acceptedAnswer\":{\"@type\":\"Answer\",\"text\":\"An effective way to confirm a person\\u2019s aptitude for a role is to assess them using multiple methods. 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If you&rsquo;re lucky, you&rsquo;ll realise someone is a bad fit during probation.&nbsp; But occasionally, it might be months before you realise [&hellip;]<\/p>\n","protected":false},"author":91483,"featured_media":156762,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[3214],"tags":[4369],"acf":[],"yoast_head":"\n<title>Hiring Right: Essential Employer Guide for 2024<\/title>\n<meta name=\"description\" content=\"We explain how strategic hiring and interviewing - including onboarding and probation - can help you find the best candidate for a role.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/startups.co.uk\/people\/recruiting\/hiring-right\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Hiring Right: Essential Employer Guide for 2024\" \/>\n<meta property=\"og:description\" content=\"We explain how strategic hiring and interviewing - 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