Selecting Employees FAQ's

Q. How do I know which applicant to hire?

The best applicant to hire is one which displayed the qualities and skills you had specified in you selection criteria and you feel would fit best into your company’s culture.  By the end of the interview you should be able to assess:

• whether the applicant has the knowledge required to do the job based on answers to technical questions or examples of previous work
• whether the applicant is able to do the job by asking questions related to the applicant’s results and achievements in previous positions
• reasons for any gaps in work history
• the applicant’s strengths and weaknesses, including how the applicant has dealt with any mentioned limitation.

Q. Once I have selected a successful applicant, what next?

Once you have selected the successful applicant you need to formally offer them the job.  When making the job offer, it is important to note that the salary package is not the only reason why the applicant wants to join you.

This may include the values that are integral to the organisation, the promotional opportunity and the career path that they can have, the development opportunities, the fact that they can work in a team, or working autonomously, or able to make own decisions.  Be sure that you highlight these areas as these are great selling points of your organisation.

Ensure that the letter of offer and all the relevant documentation is accurate and represents the offer that you want to make!

Q. Once the successful applicant has accepted the position is there anything more I need to do?

Once the successful applicant has accepted the job offer you need to start thinking about how this new employee can be integrated into the organisation. 

A full induction process is beneficial as you will get the benefit when the employee is fully productive as quickly as possible, it reduces the stress and anxiety associated with a new job, improves employee morale, and decreases level of absenteeism and staff turnover.  Use a buddy system.  Give the applicants some objectives so they know what they need to achieve, and more importantly give them some constructive feedback so they know how they are tracking.

Studies have shown that hiring the best employees and keeping them will be the single biggest competitive edge that you as an employer will have.