No project can succeed without the right people working on it. We already know that your next project will have the right person—you—managing it, and with any luck you’ll be able to build your team with people you’ve worked with before and can trust to get the job done. But what happens if you need to bring in someone from outside? Whether you’re hiring because you’re part of a growing company or because you need a specialized skill that can’t be found among your in-house resources, these tips will help you identify the right candidates and make the right hiring decision.
#1. Consider Outsourcing
Outsourcing certainly isn’t the right solution to every staffing need, but it always makes sense to ask yourself whether a job opening might be addressed without making a permanent hire. Outsourcing is often a good option when you need someone to fill a short-term or project-specific need. Even though contractors might charge higher hourly rates than you would pay a regular employee, the difference is often offset by savings on employee benefits and other expenses you’ll avoid.
#2 Look for Internal Candidates
If your long term needs outweigh the benefits of outsourcing, start your search for a full-time employee by looking inside your organization. If you can find a candidate internally, you’ll save yourself a considerable amount of time and money. Internal candidates have already passed your company’s screening process and are already familiar with the company culture, so you can cut down on the uncertainty that usually comes with a new hire. In addition, the feedback you get on candidates from their managers or coworkers is more likely to be honest and accurate than the references you’ll get from external candidates.
#3 Provide an Accurate Job Description
Whether you’re looking at internal candidates, external candidates or both, it’s essential that you describe the job accurately. Before you begin the hiring process, discuss the open position with other project stakeholders to ensure that you document all of the technical skills, business experience and other requirements the new employee should possess, as well as the duties he or she will be expected to perform on your team.
#4 Check Your Candidates’ Technical Skills
Many job seekers create headaches for hiring managers by exaggerating (or inventing) their technical skills in hopes that they can learn on the fly once they’re hired. You can weed out unqualified candidates with a little due diligence in your hiring process. When possible, ask your candidates to take an objective test that demonstrates the abilities they’ll need on the job. If a test isn’t an option, be sure that you ask detailed interview questions that only a truly knowledgeable person can answer.
Once you’ve hired the perfect person, there are a plethora of project management and collaboration tools that can help you manage them, whether they’re working in the same office or thousands of miles away.
