Tue 6 Mar 2007
Hiring and retaining the best talent has always been tough. Predictions for 2012 indicate that for the very first time in U.S. history, the younger workers joining the labor market are replacements for those who are leaving. Despite this workplace trend, you can still find the right employees for your company.
When it comes to recruiting, various companies have different methods of working. Many companies treat all business decisions alike, whether making a decision for a business deal or recruiting a new employee. Whichever method you adopt, it affects your company. Besides, new employees are major investments. If you hire the wrong person it could mean training - and paying for it later, too.
Make a list of your expectations — Make a list of the requirements you are looking for. This will make it easier to review resumes and conduct interviews.
Networking — When you set out to recruit candidates, contact customers to solicit referrals. Get in touch with colleagues, current employees and acquaintances. You can also try employment agencies, college placement offices and professional and trade associations.
Make an Interview Schedule — Once you place advertisements, and the word spreads that you are recruiting staff, you will get many resumes. Make a list of possible questions you can ask each candidate. If you have the same questions for everyone, it will be easy to compare their answers and make a firm decision.
Do not rely on first impressions — Crosscheck credentials and references. People sometimes give positive references fearing legal repercussions. It is better to rely on your gut feeling and the insights you get from the interview. It is wise to do a second interview for impressive candidates.
Identify the qualities — Balance your expectations and the candidate's abilities. Make them understand the nature of the job. If you feel the person will be adaptable, open to change and learning new techniques, he or she will be the right candidate.
Be Clear About Responsibilities — Be clear about the role of the new employee in the organization. Describe the job responsibilities precisely. Job descriptions lay out each person's duties, and thus prevent confusion about which person is responsible for what tasks.
Background check — Inform the candidate that a criminal background check will be done. Ask about previous job experiences and the reason for leaving. Use job applications to spot red flags, which may indicate unexplainable gaps in employment. Also, verify credentials like education and professional certifications.
Make the New employee Feel Comfortable — When you hire a new employee, appoint an old employee to take care of the training, and introducing him or her to the staff and inner workings of the company.
If the candidate you hire proves to be a misfit for the position, but is still a worthy potential employee, you can move him or to another position, which may suit them better.