Hiring for Keeps: 5 Considerations to Create an Employment Connection

Hiring for Keeps: 5 Considerations to Create an Employment Connection on vendorsmart.com

Determine whether a candidate is a good investment with these interview tips.

The hiring process can be tedious. Once you’ve done the work of vetting a candidate, it’s tempting to go with the first candidate who meets your minimum requirements so that they can get the job done and you can go back to your regular duties. However, although you’re likely hiring to address a specific task or concern, your actual goal is to create a lasting relationship. After all, you don’t want to repeat the process again anytime soon, right? Take the time to consider how new hires are going to fit into not only their potential role, but also into your company and community.

Hiring a good fit is the obvious goal of any search for a new vendor or employee, but hiring the perfect fit is ideal for a broad range of reasons. Employee turnover is a hassle – no one wants to deal with the hassle and headache of repeatedly posting and training for the same position. Identifying a candidate that you can nurture a mutually beneficial relationship with allows time to build a foundation of trust, to facilitate a healthy pattern of communication, and to learn the job in a way that allows for proficiency and innovation. Developing a lasting professional relationship has similar benefits to strong personal relationships; an established sense of comfort, confidence, and trust between both parties.

Interviewing an investment

Hiring a new vendor or staff member is actually an investment, and you should consider your options carefully. Here are a few things to consider when assessing a potential new hire:

Personality: While it’s obvious that you don’t want to hire someone who is unfriendly or has the potential to be hostile, take the opportunity of a fresh start to find a candidate whose personality truly meshes with your community culture. Every employee or vendor in an HOA either directly or indirectly represents the property, so find someone willing and able to do that effortlessly.

Endurance: If you don’t want a position to be a revolving door, make sure your candidate has longevity. Ask potential employees or vendors about their longest and shortest employment stints, and then dive deeper and ask why some jobs have been more successful than others. Keep an eye out for answers that indicate a victim mentality or a history of abrupt endings.

Compensation: Money is important, and the primary motivation for work – however, it shouldn’t be the end-all-be-all of a job interview. Beware of potential hires that are solely focused on payment. The ideal candidate will have other inquiries to better understand the role, project, or community. Make sure you ask if they have any questions prior to concluding the interview. 

Communication: The ability to communicate well relates to personality, but is so vital in a professional relationship that it’s deserving of its own category. A good candidate is articulate, but also consider the value of authenticity. Occasionally, being too polished is a red flag. You’re looking for someone who could speak frankly to you about potential complications in the future, so assess their ability to maintain an open dialog and add extra points for honesty.  

Ability: Clearly you want someone who can get the job done, but it’s also important to consider the long-term potential of a candidate who is malleable and eager. Enthusiasm can lead to innovation and a sense of gratitude that could result in years of hard work. Also, assess a candidate’s other clients or responsibilities as well as commute time, and decide if they realistically have the time to devote to the role being offered. Hiring involves more than resumes and background checks. Prepare yourself with a thorough understanding of the role being offered and a good idea of the personality and skills required to succeed in that position. If you approach the hiring process with an open mind and an honest interview process, you may find someone who is invested in the work in a way that pays far more than it costs.