Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to your work environment, and time-consuming. Employee recruitment is about managing stress, as you will constantly be judged on your selection, and you obviously cannot please everybody in your organization. It’s part of your job to find and hire employees who will share that vision and take your business forward. So how do you find and attract these elusive, yet highly-desired, candidates to your organization?
First, Plan your recruiting strategy
A hiring strategy should be based on your business goals. For example, are you planning to expand or change your business? What skills are required to accomplish this objective? Determine your overall recruitment needs through having well established business goals. Decide if you want a part-time or full-time employee, Make lists of the tasks you want each new employee to take on, Be clear about what you can afford. Balance the cost of employing them with the increased revenue they should bring to your business. With the right recruitment plan in place, you’ll be in a better position to hire the best people for your company.
Write clear job descriptions
A job description is like an employer’s sales pitch to candidates. You’ve got to make them descriptive enough to get a candidate’s attention, and interesting enough to keep it. Your job description is your chance to connect with potential candidates. Provide enough detail so candidates understand the role and your company while keeping your description concise. The job description assists you to plan your recruiting strategy for hiring the right employee.
Assess your Role in the Interview and Ask Relevant Questions
Job interview questions matter to employers a lot. The key to a good interview will always lie in your ability to avoid common hiring mistakes and assess potential talent in the interview process. The job interview questions asked are critical in magnifying the power of the job interview to help you in hiring the right employee. when you’re figuring out how to interview, make sure you’re following the 80–20 paradigm (interview candidates, then educate them) so that the candidate speaks for 80% of the time at the beginning of the interview, and you speak for 20% of the time after you’ve completed your initial round of interview question; always be willing to offer a good amount of career advice and direction.
A new employee is your opportunity to bring new ideas and direction to your organization. Don’t eliminate the opportunity by picking only employees who could become your new best friend. Seek out people who share your cultural values but may have a very different approach to accomplishing work. Ask how he or she is managing current business clients to judge compatibility skills. Good culture is more than just putting pool tables or a ‘relaxation zone’ in your business premises, especially if your employees are too stressed or overworked to use them! It involves helping your staff develop as individuals and also as part of their team.
Review Credentials Carefully
Reviewing a resume starts with a job description or role profile so that you know broadly what the job entails. Your bulleted list of the most desired characteristics of the most qualified candidate was developed as part of the recruiting planning process.