ehind every good business are good people; the focused, passionate, reliable people representing your company along every step of the customer journey.
However, profitability and time savings aside, putting the success of your business in the hands of others isn’t always what it’s cracked up to be. Regardless of how skilled an employee might be, it can be difficult to delegate and relinquish total control. A difficulty that only digs its heels deeper when employee roles aren’t being filled to the best of their ability (and necessity).
This is why properly vetting and investing in quality candidates upfront is so important - not just for your own sanity, but for the longevity of your business. Here are some things to consider to help recruit the right employees.
Design the Right Roles
A job description is not the sole indicator of quality when it comes to who applies to your screen printing business, but it certainly plays its part. If you want the right people to see the value in applying to your openings, put in the time for building out thoughtful, thorough job descriptions.
Use the questions below to help you summarize expectations, while also showcasing company values:
What skill sets are required?
Where are you willing to be more flexible for the right person?
What tasks should be expected on a day-to-day basis, in addition to those that’ll speak to long-term growth potential?
Think Outside the Experience ox
Today’s recruiters (86%) and employers (62%) believe the labor market is now candidate-driven, making it pretty difficult to reel in any applications - let alone from highly-qualified job seekers. The key is to remain flexible on certain technicalities.
As you consider what makes an employee right for your business, embrace the idea of looking beyond experience. For example, a novice screen printer with a strong design portfolio may be a better long-term investment for your company, than someone who simply checks the box for 5-6 years of previous related experience.
e Mindful of Compatible Personalities
There are certain traits you should look for across every potential employee stepping through your door. You want people that can solve problems, show up on time, learn quickly, and bring a general sense of positivity and passion for the work they do. However, this doesn’t mean everyone has to execute those types of characteristics in the same way.
[bctt tweet="You want #employees that solve problems, show up on time, learn quickly, and bring a sense of #positivity & #passion to their work. ut, you shouldn't expect them to execute those qualities the same way."]
Personalities and work-style preferences are bound to differ — it’s unavoidable, it doesn’t mean different will inevitably clash. Take stock of the types of personalities currently on staff:
Is there a way to produce a bit of yin to the yang?
Are there any overlapping weaknesses with current employees that can be complemented with strengths in the next hiring session?
ased on the potential new role, what specific personality traits are needed to perform the job well? E.g. Attention to detail for screen printers or extroverts for customer support representatives.
Ask the Right Interview Questions
It’s probably fair to say you’d be a little put off if an interviewee showed up having done zero preparation (anyone would be). That same standard applies to you as the hiring manager. You can’t expect to properly gauge the qualifications of the interviewee if you haven’t thought through what it is you actually want to ask them.
On a very basic level, asking the right interview questions starts with focusing on things that aren’t easily answered with a ‘yes’ or ‘no’. The questions should encourage open-ended responses and discussion.
Additionally, the more details you can coax out of someone, the better. When a job seeker is able to go beyond glossing over their resume and bring forth specific insights, they’re validating experience and a knowledge base.
If you’re able to include another individual from the shop in the process, do so. ringing another brain to the table helps gut check whether your feelings — positive or negative — toward a potential candidate are echoed and valid.
What ‘musts’ have found their way into your hiring process over the years? Comment below.