4 Steps for Hiring the Best Employees

Feb 16, 2015

Hiring TipsWhether due to growing business or replacing departing employees, at some point you will need to hire new workers. How do you know what to look for?

Hiring the right employee will save you a lot of hassle down the road. There are several ways to do a better job of hiring, and all of them involve giving the applicant a chance to reveal their real personality.

An employee is going to be around for a long time, and even small companies have to worry about company culture. You will want to know if your employee will be a good fit for the team.

Here are some tips:

Prepare Ahead of Time

Before you can hire someone, you need to find applicants. The first step is to find job boards where the kind of employee you want can be found. One example is posting your job openings with CEDIA’s Career Center. The next step is to think of what to write for your job description. (Read our tips here.)

This is an optimal time to consider relevant industry certifications and credentials. When posting your job description, specifically ask for applicants who have obtained some level of certification. Entry-level credentials to mention include the ESPA Certified EST certification or CEDIA's Gateway Certification. When screening applicants, be sure to look out for candidates that have taken the time to get certified. If it turns out the best fit for the job is someone who has not yet been certified, be sure to encourage them on their path toward certification once they've joined your workforce.

Interview Hard

You might consider giving your interviewee a challenging interview. Ask them about their past performance. Ask them how they would handle certain situations. Present them with a challenge related to the position they’re interviewing for, and see how they solve it. Prepare some relevant behavioral interview questions to get an understanding of what kind of challenges they’ve had in the past and how they’ve resolved them. You can even consider conducting any one of a number of personality tests designed for this purpose, which will help you understand how the candidate will respond to the demands of the job.

The Interview is Only the Beginning

One way you can make sure that your employee fits with the culture is to test them out. Consider inviting the candidate to your place of business and have them work with you and your other employees. Give them something to do and pay them for it. See how they start to build a routine. They will do their best to impress you, but you should look for moments when they let their guard down and show what they're really like.

Trial-Period Hiring

Consider a hiring plan where you take your employee on for a month and see how they do. Your employee will likely have moments where they reveal their true character, although they will naturally still be trying their best to please you. After a month, you will start to see what kind of a fit they will be. Do they have the right technical aptitude? Willingness to learn? Work ethic? Interpersonal skills?

This may seem like a lot of work for hiring one extra person. But for a small company, that is a large percentage of your workforce. You will probably be around this group of people for a significant number of your waking hours. Plus, hiring and firing and re-hiring are all costly processes. It pays to do your best to ensure each hire is the best possible fit for the job.

For more tips, check out the CEDIA training library, including online offerings such as HR When You Don't Have an HR Department.

1 Comment

  1. 1 Jeff Gardner 16 Feb

    CEDIA's Fundamentals of Residential Electronic Systems book provides a great overview of the industry, and full supports the Gateway certification.  We recommend every new hire read this book and earn the Gateway certification to prove their solid understanding of the industry.  Once they have been on the job for a while, they can pursue one or more of  CEDIA's advanced professional certifications.



CEDIA blog posts are intended to provide general information and should not be regarded as legal opinions or advice.

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