Hire the right person

The right person is someone who is well matched with your business. Learn how career development can help you find this person.

Confirm the job description

Two hospitality workers stand smiling at work

Find people who value the same things your business does

A job description is not only a legal requirement – when your job description is clear about what you require for a role you won’t waste time on applicants who don’t fit the bill.

Careers New Zealand has a comprehensive database of information about jobs which you can consult to refine the requirements for your job description.

The Ministry of Business, Innovation and Employment has a useful checklist of things to include in a job description.

You can also use the example of a completed job description below to help you create yours. 

Establish the type of person you are looking for

Once you have confirmed the skills and personal qualities a person needs for the job, think about the work values the right person would need to have to fit well in your business and the job. 

  • Work values describe what a person wants from their work. For example, variety, status, rewards. 
  • People are more satisfied in jobs that give them what is most important to them. 

Work values can also help you craft an advertisement in language that appeals to the person you want to apply for the job. Certain phrases can act as a hook for this person:

  • someone competitive – “commission-based” 
  • someone civic-minded – “make a difference”
  • someone innovative – “leading-edge”. 

Consider your current employees

Could this be a career development opportunity for a current employee? Perhaps you have been supporting an employee to grow into a position like this one. Review what you know about the interests and abilities of your current staff.

  • Is there anyone who has been working towards a role like this? 
  • Do they have sufficient skills to step into the position now? 
  • What support would you need to give them?
  • Is this the right time for them? What else is going on in their life?

Talk to employees you think might be ready and interested in the role. 

Assess the suitability of applicants

When you assess or shortlist applicants you are likely to:

  • look at and rank their fit with your requirements for the job and the kind of person you want
  • consider what else they bring to your team overall, eg, balance, diversity.

But do you also think about the fit between this job and the applicant’s career development journey? A good fit means the person is likely to perform better and stay longer with your business.

You can use CVs and interviews to assess this fit. Re-read each shortlisted applicant’s cover letter and CV to find out what you can about their career journey and what this job represents to them. 

  • Is it clear how their previous experience has led them to apply for this job? 
  • Will they be able to use the skills they most enjoy using in this job?
  • What might they want to do in the future?
  • Will there be room for them to grow in your business?
  • Are they likely to want to continue in this role as long as you would like them to? 

Interview questions that can help you explore applicants’ career decisions and goals include:

  • I can see from your CV that you …. Can you tell me …?
  • I was interested to see that you …. How did that happen?
  • What are the things you are seeking most in a career?
  • What are you looking for in a new position that you don’t have at the moment?
  • How will this job help you get what you want?
  • What have you done on your own to get where you are in your career?

Updated 11 Aug 2016