The lesson is not lost on employers who learn quickly whether they have recruited talent or trouble. A worker who is correctly matched to their position delivers a great job performance that has a positive impact on the company’s performance. Likewise, a worker who is poorly matched to their position will deliver a lesser performance that has a negative impact on the company overall.
Since hiring the wrong person is a lesson employers do not want to repeat, how can you guarantee that the person you hire is the right on for the job? The easy answer is to include a well-structured recruiting and selection process in hiring practices. Fleshing out the details requires having a comprehensive people strategy with proven results for placing the right people in the right jobs. Resist the urge to omit certain steps; shortcuts in the process can shortchange the end result.
Before beginning the hiring process, develop a strategy that considers which type of people will fit into your company. This process should include evaluating the company’s culture. For some positions, you might need to hold second interviews. For others, you may need more than one person in the selection process. Doing these things gives you a better understanding of the type of people who will thrive in the company.
Additionally, decide if you need to conduct pre-employment testing for some or all positions. What is the value in knowing strengths and weaknesses of candidates? There might be some importance in knowing this information not only as a hire/don’t hire test, but also as a coaching tool to identify training needs.
Perhaps the candidate does not have the level of skills preferred, but some pre-employment tests could help you find ways to maximize their potential. In many cases, you can take advantage of pre-employment testing as a tool to determine ways of improving productivity levels.
With strategy in hand, you are in a stronger position to match the right person to the right job within your company. It is not unusual to be inundated with resumes as improving employment numbers catch up to the actual number of people out of work. Notwithstanding having high-tech tools and common sense, your struggle can seem uphill as you weed through the high number of unqualified candidates. These recruiting tips are designed to boost your confidence that the best person is hired.
Have Accurate Job Descriptions
Careful thought should go into developing job descriptions for every position in your company. Each one should include the roles an individual will fill, necessary skill sets, personality attributes essential to completing tasks and any relevant experience. These factors will help you differentiate one applicant from another.
Compile a Success Profile of the Ideal Employee
If job descriptions are the best place to start when recruiting for a position, creating a success profile for key positions is crucial to business objectives. With a success profile, you have a description that goes beyond roles and responsibilities. Basically, you are creating the ideal employee who can carry out the execution of the company’s business plan.
Team leaders, salespeople and district managers are examples of which positions may require a success profile. To accomplish the goal, you will need to profile current employees in these positions and identify common skills and attributes. Using this information, you can develop a profile that selects candidates most likely to succeed in the profiled position.
Optimize Mobile Job Search Websites
Learn how to optimize job search websites with mobile options. As more people do things on the go and use their mobile devices for nearly every human activity, you want to keep your recruiting efforts in line with potential candidates. More than half of jobseekers who are using their mobile device to look for a job will leave a website that does not have mobile capabilities.
If you are not optimizing this new way of recruiting, you are possibly missing out on great talent. Another consideration is to make your job ad stand out from others by posting recruitment videos on mobile job search websites and social media sites. You will attract the attention of jobseekers. Even if they do not apply for a job, they will not form a negative opinion of your company for not understanding their needs.
Identify Best Candidates and Conduct Phone Interviews
Expect to receive more resumes than you can handle once you have posted an ad. With a job description and success profile in hand, you can quickly weed out the unqualified candidates. Consider initial phone screenings with a list of suitable questions to identify better candidates. This process of elimination will save time and effort when you begin scheduling face-to-face interviews.
Do Not Oversell the Job
Never oversell a job, no matter how quickly you need to fill the position. Your company loses money for every recruiting dollar spent on hiring the wrong person. Allow your strategy tools to work and be transparent about the duties of the job. Not only are you trying to decide who to hire, but candidates are also trying to decide if they want to work for the company. The worse thing is starting an employment relationship on false expectations.
Hire people who want to do the work. Avoid anyone who may have a different career path than what the position offers. As soon as an alternative choice presents itself, they will quit and you are back at the beginning.
Look for People Who Get Things Done
Action speaks much louder than words, which is primarily what occurs during a job interview. Nevertheless, you want to hire people who believe in getting things done. Value-creation will come through implementation of processes and procedures. Your company needs people who are disciplined enough to roll up their sleeves and carry out the mission.
In addition, you want smart people who can figure out ways to improve processes. These are proactive people who are not simply doing what they are told. They are constantly looking for ways to move the company forward.
Typically, these people are also fast learners and share in great expectations for the company’s success. Of course, there is a learning curve for every new employee. How quickly they can adjust to the work is apparent in a few short weeks.
Generally, you want people who can grow and take responsibility. Think succession planning and you will recruit people who can move from being a manager to a senior executive. If current employees are irreplaceable, your company will have a hard time moving forward.
Create an Employment Brand
Reputation can count for everything when you recruit and hire new employees. While salary and benefits are motivating factors, an employer’s reputation is equally important. Generally, this is separate from the company’s brand in the business community, yet the two often are viewed jointly. Surveys have shown that job applicants would accept a five percent salary decrease to work for an employer with a good reputation.
Even if your company never makes the list of best employers, you should strive to have a reputation for treating your employees with respect. You should also make a great impression during the hiring process to attract the best talent. Otherwise, your efforts to hire the right person become much harder.
Being responsive might seem like an unreasonable expectation in a job market that has more applicants than open positions. Many job search sites have autoresponders that you can use to, at the very least, acknowledge receipt of an application. Even better is to make sure that you follow up after an interview with candidates who were not hired for the job.
If you want to attract the right candidates, you must have a comprehensive strategy. Combine business goals and objectives with good recruiting tools to have an effective recruiting strategy. Structure the process sensibly and you will have a greater chance of matching the right people to the right jobs.