Alistair says, “During my career I have been lucky enough to meet some of the best and brightest job seekers around, those people who have not just excelled in an interview, but have gone on to do great things.”
1) A vision for the future
To safeguard a business against the future, an organisation needs people who are able to look forward. They need to have an understanding of the direction the industry, as well as the business, is heading. Alistair says, “Hire employees who also have a clear view of the bigger picture, those who have a vision for the future of the business and the industry they are working in and can communicate this to their colleagues and teams.”
2) Digital makers, not digital observers
The advancement of technology has had a big impact on business and will continue to do so. That is why hiring skills for tomorrow is extremely important. Alistair says, “Look for candidates who are not only observing these skills, telling you how important they will be for the future, but those who are actively up-skilling themselves and who have an appetite and aptitude to learn quickly. These are the people who will help your business make and lead new trends.”
3) Shared values
It is important that a company and its employees share the same values. If your employees believe in your company’s ethics and what they are striving to achieve, you will get more out of them. Alistair says, “A business’ values underpin the way it operates every day so look for hires who are driven and passionate about similar principles. If a candidate’s values differ from that of an organisation, you are unlikely to get the best out of them.”
4) A complementary fit
Not only must you hire people who share the same values as your business but you also need to find someone who is able to work alongside their new colleagues. Placing an employee into the wrong team, where perhaps their skills and personality don’t fit, can be disruptive. Alistair says, “Look for candidates who can not only bring something a bit different to the table, who will push and drive a team forward, but also someone who complements the skills and personalities of the existing team.”
5) EQ as well as IQ
Emotional intelligence (EQ) is difficult to evaluate during the hiring process but assessing whether a potential employee will be able to gain the respect of their colleagues, as well as lead and motivate, is vital. Alistair says, “Look for candidates who can demonstrate good people skills, honesty and are good listeners; you often find that these skills can come from the most unlikely of places.”
Making the wrong decision when hiring staff can be costly and time consuming. Taking these five pointers into consideration and thinking about your business’s long term needs can help you avoid that. It will also ensure that you have the correct skill set for tomorrow and, importantly, people with the passion to carry on your success.
For more, please see Alistair’s latest LinkedIn Influencer blog.
In China Hays operates from four local offices: Shanghai, Beijing, Suzhou and Guangzhou.
Hays, the world’s leading recruiting experts in qualified, professional and skilled people.
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Hays is the leading global specialist recruiting group. It is the expert at recruiting qualified, professional and skilled people worldwide.
Hays Specialist Recruitment (Shanghai) Co., Limited ("Hays China") operates across the public and private sector, dealing in permanent positions. Hays China’s eighteen specialisms span Accountancy & Finance, Banking, Architecture, Construction, Education, Engineering, Executive, Finance Technology, Human Resources, Hays Resource Management, Information Technology, Insurance, Life Sciences, Manufacturing & Operations, Oil & Gas, Property and Sales & Marketing.
Hays China operates four local offices in Shanghai, Beijing, Suzhou and Guangzhou. It is the local representative office for Hays plc, which is a global company. As at 30 June 2015 Hays employed 9,023 staff operating from 240 offices in 33 countries across 20 specialisms. For the year ended 30 June 2015, Hays reported net fees of £764.2 million and operating profit (pre-exceptional items) of £164.1 million. Hays placed around 63,000 candidates into permanent jobs and around 200,000 people into temporary assignments. 23% of Group net fees were generated in Asia Pacific.
Hays operates in the following countries: Australia, Austria, Belgium, Brazil, Canada, Colombia, Chile, China, the Czech Republic, Denmark, France, Germany, Hong Kong, Hungary, India, Ireland, Italy, Japan, Luxembourg, Malaysia, Mexico, the Netherlands, New Zealand, Poland, Portugal, Russia, Singapore, Spain, Sweden, Switzerland, UAE, the UK and the USA.