Companies are made by people, and their success depends on the talent of those workers.
That is why finding qualified candidates is crucial. Follow these 10 steps to secure and retain suitable candidates and form the best team for your business.
Define the job profile
The job profile identifies the tasks and responsibilities of the job. This will help you write a job description, powers, constraints, and technical requirements of the person and any other relevant aspect that fits the needs of your business.
Establish wage conditions and benefits
The salary to be paid and the conditions of employment should not be set lightly. Poorly defined procurement can affect budgetary problems or bring about legal action. Before you start your selection process, be sure to evaluate how much you can pay and under what conditions so that everything is clear from the outset.
Announce the job search using different types of media
You can put a classified ad in a local newspaper or on websites that specialize in recruiting employees like Monster, CareerBuilder, or even Craigslist. If your business has a strong social media presence, it can be effective to communicate the job opportunity there. You can also spread the word to friends, colleagues, and acquaintances.
Make the selection process
Once you begin to receive CV’s, analyse them to select candidates who meet the minimum requirements. Set your priorities and determine what interests you most. Some suggestions to consider are integrity, confidence, ability, attitude, academic preparation, experience, and willingness to learn. You should not consider prospects with a questionable reputation or who have history of attitude problems reported by previous employers.
Know your candidates
The interview is essential to know the person and get a first impression. At this meeting, you can see how the person communicates and behaves. You can evaluate aspects like punctuality, reliability, and desire to work. The questions that you ask must allow the person to talk while you observe. In general, the interview involves a great deal of insight and intuition, and it can determine if that person complements your team.
Determine the level of interest of the candidate
If you perceive a person to be a candidate, proceed to talk about pay and working conditions. This does not mean you’re making a contract. The goal is to know what you offer and what you expect if their interest in the job is genuine. This step is very important so you can be sure that the person understands and accepts the conditions of work and avoid misunderstandings later.
Find out their background
Anyone interested must introduce personal and professional references. Think of this basic principle: “The candidate will perform well in the future, as far as they have done in the past.” Investigate the references of people who know the work and life of the candidate. Profiles on sites like LinkedIn, Facebook, and Twitter can serve you in the selection process.
Try a technical interview
In some cases, it is essential see how the candidate operates in the field. These tests should be performed only to candidates who are considering hiring.
Make a decision
Once potential candidates are selected, do an analysis of your options and seek an expeditious and practical decision in hiring. The recruitment process should not take more than a month to ensure the best results. Note that for some positions it is mandatory that the selection process includes a medical examination, as some activities are high risk for both the candidate and for the employees of the company.
Involve the employee with the business
The new employee must have an overview of the vision, mission, and values of the company in the short, medium, and long term. For the employee hired to perform well, there need to be later stages of training, adaptation, and effective supervision.
5 Attributes to Look for in Your Future Employee
Of course, every company wants to have star employees who are motivated, proactive, and express high potential. However, identifying those candidates requires a rigorous recruitment, a thorough analysis of resumes, and careful interview.
Look for the following attributes when choosing your candidates.
Choose intelligence over experience. Job descriptions can intimidate a lot of people, especially the young, who often feel they lack the necessary work experience to meet the requirements in the job description. It is a pity, because in most cases the intelligence beats experience. A smart candidate can quickly learn everything they need to cover a job and often end up doing better than someone less intelligent who has been doing similar work elsewhere for a long time. The experience is certainly valuable, but the brains are the horsepower to drive the business.
Commitment and Dedication
Employees demonstrate their dedication by being on time to work and engaging with their tasks. Showing lack of commitment usually means that a person is not satisfied with his work and could leave the company in the future. No matter your current job or at what stage you are in your career, do you feel it focused, committed, and responsible for your decisions? Are you proud of what you are doing? Do you have respect for your colleagues or the company you work for? A candidate who speaks with passion and honours the place where they work will be a great ambassador for your business.
Certain projects require employees to complete tasks beyond duty. This is an important test of their attitude towards work. Someone with a strong work ethic has a positive attitude when it comes to putting in more effort. How your employees feel about work affects their performance and is a major contributing factor to overall work ethic.
This is an attribute that is not always easy to define, but it is important to address in the interview process. Try to measure integrity by asking your respondents to give you examples of difficult decisions that have to do with ethical dilemmas they have faced. Look for honest answers as to how they handled those situations. What was their decision making process? Doing the right thing even when others do not is an important attribute in an employee.
For almost everything we do we need the help of those around us in the business, so each of your employees must be a team player. Employees who can work as a team will get excellent results for the company and build the corporate culture of your business. Search for candidates without egos who will put the interests of the company above their own and are willing to share information and help their co-workers.
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