How to Recruit the Right Personalities for Your Team

How to Recruit the Right Personalities for Your Team

How to Recruit the Right Personalities for Your Team

While qualifications, skills and experience are all important elements to consider when recruiting for your team, there's more to an employee than their CV.  

By evaluating a person's attitude alongside their skills, you'll be able to find talented candidates who not only support your organisation's goals but also fit seamlessly with the company culture you've worked hard to create.  

Studies into employee performance have shown that around 46% of new hires fail within their first year and a half with a firm. 90% of the time problems come from the wrong outlook or personal characteristics, rather than a problem with education or training.  

So, how do you pull the right personalities onto your team? 


1. Look for People Willing to Try Something New 

Often, the most valuable members of staff are those who can think outside of the box and offer creative solutions to common problems. With that in mind it's worth looking for candidates who can respond positively to a challenge.  

During an interview ask your Senior Insolvency Administrator how they'd respond to a critical failure if they didn't have a supervisor to turn to for help. On the other hand, you can use a less traditional interview process to see how your applicants respond to a new environment. For instance, in the current climate, our interview processes are happening over video conference and this opens up opportunities to see your applicant in a different way and personal settings, where they are likely to be less nervous.

An interesting approach to hiring will help you to assess the innovative and adaptable side of your would-be employees, while simultaneously improving your employer brand.  

2. Search for Positivity  

There are ups and downs in any business. The last thing your company wants is a staff member who panics and stresses the rest of the team out whenever something goes wrong. Look for someone who can stay motivated when the going gets tough, and even inspire their colleagues to continue performing at their best.  

A great way to look for positivity in an applicant is to ask them how they addressed an issue in a previous role. For instance, ask your new Senior Audit Manager how they handled an issue with a process within their team with the last company they worked with, and whether they implemented any new ideas to improve their systems.  


3. Go Beyond the CV 


During the recruitment process, many hiring managers make the mistake of asking questions that centre around the information they can see on a person's CV and cover letter. However, there's more to your possible hire than what they've managed to fit onto a couple of sheets of paper. To gauge someone's commitment to the role being offered, ask them about their career plan for the next few years, and what they hope to accomplish if they get the job.  

For instance, does your new Tax Consultant plan on learning how to use the latest software to make their processes more streamlined in your organisation? Will your Senior Insolvency Administrator be looking for training that might help them to become a better leader in the coming years? 

While your possible hire tells you about their future, keep an eye out for signs of excitement. The best employees are always passionate about their roles. 


4. Test Their Work Ethic  

While a basic interview can be a great way to learn more about your applicants, it's hard to tell how well someone will perform under pressure, until you put them in a position that gives them a chance to shine.  

Once you've narrowed down your options with an initial interview, it might be worth bringing a few candidates back for a group session where you evaluate their teamwork skills, leadership qualities and creativity in the context of a specific task. For instance, you can ask prospective Tax Consultants to work together to come up with a report of advice and guidelines for a made-up company.

On the other hand, an Insolvency group might work together to come up with liquidation packs for a chain of restaurants. Look for fun ways to test work ethic before you welcome someone new to your group.  


5. Stick to Creative Open-Ended Questions 


Finally, while it's important to have set criteria in place that will help you to determine who you should hire, be wary of using too many close-ended questions. Your candidates need the freedom to give responses from the heart, as this will help you to assess their personality.  

Make sure you tailor each question to the profile you're looking for. For instance, if you're looking for a serious employee who spends most of their time on independent work, you can rule out anyone who struggles to finish tasks without support. Ask questions like: 

  • How would you deal with workplace conflict? 
  • How would you describe your perfect work environment? 
  • How would your friends describe you? 
  • What are the features that attract you to this role? 

While nobody is perfect and some people respond better to interview conditions than others, the tips above will help you to find new staff members that deliver not just the right skills, but the right attitude to your team.  


About First 2 Recruit Ltd

First 2 Recruit Ltd, is an owner managed recruitment consultancy providing a full recruitment service including; permanent and FTC positions in Accountancy Practice and Insolvency across the UK.

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