"How do you hire?"... In today's economy, there is no shortage of candidates for just about any position and it would appear that employers can find the best candidate for the job in no time. However, it is not as simple as it looks. There is always the possibility that you will end hiring the wrong person, which can trigger a whole series of negative consequences.

It can be a daunting process to hire the right candidate, and hiring the wrong employee can be time consuming and expensive. However, hiring the right person can reward you big by building a successful relationship, and positively impacting your organization.

Even more, hiring the right employee will enhance your organizational culture and pay you in increased employee productivity and morale, well-thought plans, and meeting your most challenging goals. In this post, I'll walk you through how you can hire the right employees and get the best out of them.

Let's cut to the chase. 

 6 Manager's Tips for Hiring the Right Person 

 1. Create a Job Brief and Craft a Strategy that Works 

Before anything, you need to make sure that you have a well-laid down strategy to hire the right employees. A strategy includes a job brief, which will allow you to gather information about the roles and necessary skills you need from each of the candidates.

From your job brief, you can comfortably draft your job description, which will help interested candidates understand the job scope they'll be applying to. Also, the job description will help you execute your strategy towards hiring the right person.

Before you put out the job posting out there, you need to meet with your recruiting team or the human resource department to brief them on what you expect from the candidates. And because you are crucial in this process's planning process, make sure that the recruiting team updates you on any progress. 

2. Take the Candidate out for Lunch

 3. Ask the Right Interview Questions

4. Work With Shortlisted Candidates on a Trial Period

Now, you have the list of shortlisted candidates. How about working with them on a trial period to test them?

Most companies do not offer this, but it goes a long way into hiring the right employee. For example, you can hire a potential candidate to help put heads together into a new project, or enforce a small aspect of the role you're hiring to test their capabilities.

According to Jacob Chapman, the founder of Gelt Capital, this technique is proven to work well in many hiring processes. And because you're hiring for the long term, this is the ultimate way to hire the right candidate.

Further, Jacob Chapman suggests working with new hires on projects that involve problem-solving skills. Spot a critical problem that your agency is facing and work with them towards solving it. Note that these problems should relate to the role you're hiring. By doing so, you'll learn their ways of operation, teamwork style, and whether they are a perfect fit for the job. 

5. Prioritize the Organizational Culture 

Your company's organizational culture should be your top-most priority in any hiring process. Know what kind of workplace you intend to build and the traits you'd value in your employees. Your potential hires should check all the boxes, but before then, understand your own culture to know what you're anticipating in your candidate.

Your potential candidate should possess specific traits that qualify them for the job. Most importantly, these traits should fit your current culture or the culture you intend to build. Meanwhile, ask questions that will evoke the specific aspects you're looking for as an employer.

 6. Prescreen Candidates 

Get a Master's Degree in Business Administration 

Master's Degree in Business Administration has a good reputation globally, because it equips current and future managers with the necessary skills needed to steer companies to success. Today, organizations are considering the benefits of an MBA, including the ability to screen and higher the right employees.

The demand for MBA professionals is becoming increasingly high. As a manager, you need an MBA to help you know how to plan the right employee recruitment - starting from drafting a job brief to formulating and pre-screening candidates before you get into the actual interviewing process. 

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