Hiring well is paramount to building a successful brand. Here, Paul Wolfe, senior vice president of Human Resources at Indeed.com, which has offices throughout the U.S., including in Stamford, CT and NYC, shares his advice for putting together the right mix.
Look Beyond A Resume
It’s crucial to consider education and experience but also think about whether a candidate fits in to the broader group. “You want to ensure that the person will be a good complement to the existing team,” says Wolfe.
Skip Anyone Who Agrees With Everything You Say
Identifying candidates who match the company’s culture isn’t the same as hiring people who share your same point of view on everything, says Wolfe. “Don’t be afraid to bring in someone who will challenge you; an outside perspective is really helpful.”
“You are probably looking to fill a specific task, but growing teams need people who can wear multiple hats. Someone who has demonstrated the ability to work beyond their job title is always worth considering,” says Wolfe.
Put A Priority On Diversity
It’s a buzzword, but having a team that incorporates different ages, experiences, background as well as race and gender is important, says Wolfe. “A diverse team is a successful team. It brings diversity of thought,” he adds.
Consider Using Digital Recruitment Websites
Online job search engines can give businesses a wide range of candidates without the larger fees that headhunters can charge. For companies that don’t have a dedicated HR department or recruiters, these tools can save a lot of time and money.
Spot The One Who Wants The Job
One key to a good hire is choosing someone who really wants the job you have to offer—not just any job. “A serious candidate is prepared for interviews, has done their research on your company, asks thoughtful questions and shows politeness and enthusiasm during the process,” says Wolfe. “One of the biggest red flags for me is when a candidate doesn’t ask any questions during the interview—it shows a lack of engagement and enthusiasm.”
Be Patient If Needed
Getting a body in a chair might seem important in the moment, but this outlook will backfire. “It may take time to hire the right person, but it takes more time to deal with people who are not a good fit and high turnover,” says Wolfe.
Get A Second Opinion
Wolfe says to get a few opinions on a candidate. But in the end, if you’re the hiring manager, do a gut check and make the choice. “Trust your instincts—if someone feels right, or wrong, then they probably are.”