Hiring the Right Person – Why It’s Important
It is incredibly important to hire the right people for the right job. It doesn’t matter whether this is done through an external job advertisement or through internal promotion.
You have to have a really good people strategy in place, which includes a recruitment, selection and retention program. Doing that properly is all about making sure that you understand the finer points of recruitment, hiring and promotion processes.
The first thing to make sure is that you have job description and person specification that is completely fit for purpose. Every position in your company should have a concise job description.
“Your job descriptions should reflect careful thought as to the roles the individual will fill, the skill sets they’ll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another.” Recruiting and Hiring Top-Quality Employees
It is strange how this most basic of things is often overlooked massively by organizations and businesses.
Don’t Rush Things Through
If a position becomes available unexpectedly, it is often easier to get an advertisement out quickly, and to get an interview panel ready within just a few weeks. However, rushing things in this manner is a terrible idea. Perhaps you already had a job description ready, but you still need to review whether or not it is current. You also have to make sure you have the right people on your interview panel and that the advertisement has gone out in all the right places. Rush this, and it is likely that you will hire the wrong person. As a result, you will struggle to retain that person and turn him or her into a real asset to your company, perhaps by helping that person climb through the ranks as well.
Get The Compensation Package Correct
Although all companies are still looking for ways to save money, one thing to not save on are employee wages. Too many companies have made the mistake of thinking that people will readily work for a pittance because it is better than nothing. However, these people are not the ones that are truly invested in your company and they will not help you grow. A wage has to be appropriate and fair.
“Yes, staff cost money and yes it takes time for a new hire to ramp up and generate the value add you hired them for, but at the end of the day you get what you pay for.” Recruiting Do’s and Don’ts
Don’t Think You Don’t Need References
References are very important. However, it seems as if too many companies don’t rely on them sufficiently. This is particularly true for those companies that use a recruitment agency in order to find their next member of staff. They don’t follow up on the references or, if the recruitment agency says they are already on file, they don’t actually check up on these. A reference is important in order to find out how someone actually is within a workplace, which will tell you a lot about how that person will be within your organization.
Additional Tips and Resources
The art of recruiting and hiring is constantly evolving due to the many social media options. These outlets will also continue to morph and merge at an accelerated pace in the months and years to come. Engaging in social media for the sake of future recruiting will soon become a normal practice for both recruiting firms and companies. So for those that ignore these developments they do so at their own peril…so start today creating a social presence for your business with recruiting in mind. As an example go to: The Future of Recruiting: Impact of the Social Web, there are many other instructional sources available.
In addition, take a look at our page: Improve The Effectiveness of Your Recruiting, Interviewing, Hiring, & Promotion Processes for information how The DiSC Profile can offer you more data to improve those processes.
In Conclusion
There are many other tips within the world of recruitment, hiring and promotion. If you get it right, you will see a great improvement in your business overall. Not just that, when a position does become available, it is far more likely that you will have someone inside the company that can take that position. Remember that the opportunity to grow within an organization is a very attractive prospect for people, which will solve a lot of your retention issues as well, as people want to stick around and work their way up.
About Steve Giles
Co-owner/Co-founder of Intesi! Resources. Educated as an architect I transitioned to technology during my career in architecture. Intesi! Resources was founded in 2004 and my focus is everything Web/eCommerce related from the design and development of our site to all the marketing activities involved. I also provide significant support for our clients on all our products and how they are used to deliver assessment-driven learning solutions that develop self-awareness and interpersonal skills.
