Written by

Abeera Abid

A writer with vehemence for the unheard, Abeera Abid is currently working as a Brand Content Executive at a software company, namely, S.T.A.R.S (Pvt.) Ltd.


6 Important Considerations To Make When Hiring An Employee

We seldom hear in HR departments, “The best candidate on paper is the right person for the job.” A resume is a series of qualifications that can be quantified and more essentially, it is easy to compare and comprehend. It also diminishes any perceived bias that might arise in the mind of the employees and potential employees. 

However, there is a different side to the story. Research shows that only 11 percent of the new employees fail and the reasons behind the failures cannot be justifiable by the reasons that can be seen on a resume or are a reflection of the skills that these employees represent. The businesses that are centered entirely on the resume are missing out some very essential factors that add to the profile of a great employee and they end up risking capital by making a bad hire. We have jotted down some points to consider to help you hire an employee more efficiently:


Effective background checks prior to hiring a potential candidate are an important step in the staircase of recruitment. It is necessary to verify all the credentials, skill sets, and experience letters provided by the candidate. These background checks must entail work references from previous companies that the candidate has worked with, educational credentials and criminal records or character certificate. 


An essentials checklist allows to create a systematic procedure for hiring employees and making sure that no important factor is overlooked. It is easy to skip certain requirements when the department has their hands full with the recruitment process, in which case, a checklist functions as a list of reminders for the recruiting managers to refer to.


All applicants should be screened thoroughly. This adds a huge benefit for the recruitment process as it allows the company to only utilize their valued time with a limited number of candidates that resonate more with the requirements of the company.


The essential reason to prescreen potential candidates when trying to hire an employee is to save time that is spent in the interviewing process and also the efforts that are put in by the selection committee. Although a candidate may look like a good fit on paper, a prescreening interview will allow the company to analyze whether their qualifications are truly a fit for the job. Here are two principles that help hire the right candidate:

  • Creativity: Almost every candidate will be mentally prepared for common interview questions. This is why the company must find new and innovative ways to fully understand how a person thinks.
  • Challenge: It is fruitful to get the candidate away from the desk and watch their behavior when they have to go through what a day in the work-life would look like. When hiring new employees, there are two major qualities to check for before making a decision:
    • Is this candidate genuinely interested in the work of the organization?
    • Does the candidate treat people as equals, regardless of their title and position in the company?

To understand these two, it is important that there is a predesigned test to assess the skill of the candidate. Show the candidate around and explain how the company functions. Notice whether they ask questions and show other signs of curiosity that indicate a genuine interest in the company.


Asking unusual questions is a great method to get candidates to open up. Some of the candidates will be prepared for the unusual interview questions as well. These candidates will try to come up with clever ideas to turn negatives into positives as they might believe that any show of vulnerability will be seen as a point against them. However, such efforts usually backfire as the hiring teams are well experienced in dealing with various people and they are quick to realize the situation.

To go beyond the rehearsed answers of potential candidates, many companies design their own questions for the interview and assist to better understand the candidate as a complete individual.


The culture of the company dictates every act of the company. It is possible to parse out some of these details in an interview, however, that is not the best way. The most appropriate route is to conduct a separate cultural test.

It explains to the hiring team whether the goals and aims of the individual are in sync with those of the company, allowing the recruiters to make more informed decisions when hiring the right person.


Facilitating all of these collaborations can be a cumbersome task in the beginning, however, it will yield fruitful results in the long term by ensuring that your company finds the appropriate candidates.

Jim Collins explained in his book, ‘Good to Great: “The old adage ‘People are your most important assets’ turns out to be wrong. People are not your most important asset. The right people are.”

The right people in a company are vital for any company’s success and prosperity, and bringing these above-mentioned tips into practice can enable a company to find the right people to help move the company’s vision forward. However, as mentioned earlier, it is essential to realize that there is no magic pill that can solve your recruitment problems. There is a possibility that bad hires will still make it through once in a blue moon.