As a manager, one of your most important jobs is hiring the right people. The success of your team, and even the entire company, starts with the hiring process. If you hire people who aren’t the right fit, or don’t have the right skills, it can cause all kinds of problems down the line. But when you hire well, you set the stage for a strong, engaged, and high-performing team. One way to make sure you’re hiring the best people is to follow a clear, organized process. The HTM2DP methodology can help with this. HTM2DP stands for Hire, Train, Motivate, Maintain, Develop, Promote. It’s a step-by-step approach that ensures you not only hire the right person but also support their growth in the company. In this article, we’ll focus specifically on the Hire stage and what you can do as a manager to make sure you start strong.
1. Start with a Clear Picture of What You Need
Before you even begin looking at resumes or conducting interviews, you need to have a clear idea of what you’re looking for. This is where the first step of hiring begins: creating a clear job description.
Think about the role you need to fill. What are the specific tasks this person will do every day? What skills do they need to succeed? Are there certain qualities or values that align with your team or company culture?
For example, if you need a new team member to work in customer service, you might need someone with great communication skills, patience, and the ability to handle stressful situations. But you also want someone who believes in helping people and has a positive attitude. This is where the cultural fit comes in—when the person shares the values and beliefs of the organization.
Tip for Managers:
- Write a job description that clearly lists not just the technical skills but also the cultural traits you’re looking for.
- Be specific about the responsibilities and what success in the role looks like.
2. Attracting the Right Candidates
Once you have a clear picture of the role, the next step is to find candidates who meet those requirements. This is where the job description becomes important again. When you post the job online, make sure the description is well-written and includes all the important details, including the skills and cultural fit you’re looking for.
You also need to think about where to post the job. Some platforms are better for certain types of roles than others. For example, LinkedIn is a great place for professional positions, while websites like Indeed or Glassdoor are better for a variety of jobs. You can also tap into your network—ask employees if they know anyone who would be a good fit.
Tip for Managers:
- Use multiple job boards to reach a broader pool of candidates.
- Encourage your team to refer people they know who might be a good fit. Employee referrals can often lead to high-quality hires.
3. Screening Resumes and Applications
After you start getting applications, it’s time to look at resumes. This part of the process can be time-consuming, but it’s important. You’ll want to screen resumes carefully to make sure that the applicants have the skills and experience they need to do the job.
Look for candidates who not only meet the technical requirements of the job but also have a history of success in their previous roles. While no one is perfect, you want to see evidence that the candidate is capable, reliable, and committed to doing their best work. You should also look for signs that they align with your company’s culture.
Tip for Managers:
- Focus on key skills and experience but also look for cultural fit; does the candidate seem like they’ll work well with your team?
- Set aside time to go through each resume carefully, do not rush this step.
4. Conducting Interviews
The interview is where you really get to know the candidate. It’s not just about asking questions from a list but also having a conversation that helps you figure out if this person will be a good fit for the job and the team.
When you interview, ask questions that go beyond just their experience. Try to get a sense of how they think, how they handle challenges, and how they fit into a team. You might ask about how they’ve dealt with difficult situations in the past, or how they approach problem-solving.
Also, don’t forget to assess their cultural fit. Ask them about their values and what they’re looking for in a workplace. For example, if your company values teamwork, ask how they’ve worked with others to achieve goals. If your company values innovation, ask how they’ve contributed creative ideas in previous roles.
Tip for Managers:
- Prepare open-ended questions that encourage candidates to share their experiences.
- Ask specific questions about how the candidate handles challenges, teamwork, and work-life balance.
- Pay attention to their attitude and how they engage in the conversation.
5. Check References and Backgrounds
After the interview, it’s time to check references. This step can sometimes be overlooked, but it’s a crucial part of the hiring process. Speaking with someone who has worked with the candidate before can give you valuable insight into their work ethic, personality, and how they behave in a professional setting.
Call the references the candidate provides, and ask specific questions. Don’t just ask if they would hire the person again—ask about their strengths, areas for improvement, and how they contributed to the team. This can give you a clearer picture of what they’re like in action.
You should also check the candidate’s background to ensure everything checks out. Verify their education, past job titles, and any other claims they’ve made. It’s important to ensure the person you're hiring is honest and has the experience they say they do.
Tip for Managers:
- Ask references detailed questions about the candidate’s strengths and weaknesses.
- Take the time to check backgrounds thoroughly.
6. Make the Offer and Onboard Effectively
Once you’ve selected the right candidate, it’s time to make the offer. Be clear about the terms of employment, including salary, benefits, and any other important details. Make the process as easy as possible for the candidate, and be prepared to answer any questions they may have.
After the candidate accepts the offer, it’s important to start the onboarding process. A smooth onboarding experience will help your new hire feel welcome and prepared to start their role. Make sure they have all the resources they need to succeed and start building relationships with their team.
Tip for Managers:
- Be transparent about the terms of employment when making the offer.
- Provide a thorough and welcoming onboarding process to set your new hire up for success.
The Management "Super Power": Hiring Right.
Hiring the right people is one of the most important steps in becoming a great manager. By following the HTM2DP methodology and carefully managing the Hire stage, you lay the foundation for a strong team. The key is to take your time, be clear about what you need, and always consider how a candidate will fit into your team’s culture. Remember, your team is only as strong as the people on it. By hiring carefully and thoughtfully, you set everyone up for success, including yourself.