The questions to ask if you want the perfect employee

Is there such a thing as the perfect employee?

When we are in the business of hiring employees to make our business as close to perfect as possible, do we really need the person that’s an exact fit? Or is it something simpler than this? If you are going through the hiring process, and you’re not sure which way to go, ask yourself these questions to find the perfect employee.

perfect employee

Am I reaching out to the right people?

Yes, as cheap as it is to put your posting on social media, are you going to get the right candidates? This is where employer branding can come into play, and if you are wondering what is employer branding, put simply, it’s the identity of the business that you put across so employees, prospective candidates, as well as customers, are engaged. Marketing your business isn’t just about getting the product; it’s about making sure that you hire the right people for the business because they are a good fit.

Does the employee need to know all the skills?

Sometimes a person can be a good fit for a job without knowing every little duty. Ultimately, finding the right person for the job is, from a cliched perspective, about being able to do all of the tasks. But if they can do 90% of the tasks, does this mean we should automatically disregard their efforts? They may be a perfect fit for the organisation culturally.

Are they someone that can admit mistakes?

We have to get over ourselves, human error is commonplace, but if we embody a workplace culture where people feel the need to cover up every single minuscule error, this is going to snowball. When looking for the right people, we have to provide a working environment where people can be free to express themselves. This is demonstrated most appropriately when people have the courage to admit they’ve made an error.

Do they ask questions?

Be careful with this one. Having an inquisitive employee is incredible, but having one that questions every single component can prove to be frustrating. Having an inquisitive employee that’s curious about the business, where it is in the market, but is also keen on developing themselves makes them an indispensable part of the business. You can test this out during the interview stage. It’s not about asking them if they have any questions at the very end of the interview, but if you can craft the interview in a certain way that encourages them to ask for a little bit more information. Having someone that’s able to pick holes in a plan is a resourceful candidate. Someone who’s a blank slate might not be as much.

Are they enthusiastic?

Not necessarily in that bubbly, over-the-top manner, but if someone has a genuine interest in the business, where it’s going, and are keen on helping out in ways beyond what their job description states, it can show just how enthusiastic a person they are. If they’re enthusiastic about other employees, and have an encouraging attitude to others in the office environment, this sense of positivity is something that can snowball. If this is something you want in your business, finding a candidate that has that enthusiasm will work wonders for morale.

Are they “adaptable?”

It’s one of those words that can be overkill. Having a candidate be adaptable to changes is a handy character trait but if they are forever changing their working practices, will they ever really hit their stride? Yes, the market is changing, so the company will have to alter accordingly. But it’s not just about adaptation; it’s about ensuring that you can plot a course for your employee. Self-development is one of those components that is essential now and can help an employee find their feet in a business. But it’s down to you being able to communicate a transparent approach to workplace culture. Asking someone to change constantly without explaining why won’t do them any favours, and will result in employee burnout.

Are they actually somebody you want on the team?

As perfect as their CV is, you’re always looking for the right person. There is no such thing as the “perfect” candidate because they won’t be able to do everything that you’re looking for. But this is where finding the “right” person that can be trained is more valuable. Having someone fit the culture is far more important than someone who can do all the duties. This is where you have to factor in their values and if they are a good fit, personality-wise, within the company. You may not find the perfect employee, but you can mold the right person into exactly what your company needs.