Demystifying the Employee Recruitment Process

Whether you run a small business or a large one, sooner or later, you’re going to have to hire people, manage the people you hire, and fire the ones that don’t work out. This is an incredibly important decision because there’s NO WAY you can create happy, loyal customers if you don’t have the right workforce with the right dedication to keeping your customers happy. And, that makes your management decisions critical for the success of your business. But, employee management can be a nerve-wracking process because there is so much you need to consider. The recruitment process can take a lot of time and resources from other business functions, especially if you’re considering hiring more than one person.  With this in mind, our goal today is to demystify the employee recruitment process, so you have strategies to minimize the hassle and make it easier for you to select the right people for your organization. Here’s a look at some strategies you can try if you want to keep your customers happy and coming back to buy from your business time after time.

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Strategies to manage the employee recruitment process

Look at the big picture

It is important to consider the big picture when deciding whether to employ someone.

You want to hire people who fit into your organization’s culture. Make sure you ask all the right questions at the interview to determine whether or not someone will fit into your work culture.

Every work culture is different so you will have to look at yours to decide what you value.

Look for soft skills

You must also consider the soft skills your employees will bring to the table. These include communication, problem-solving, adaptability, and teamwork. These skills determine how well your employees will interact with colleagues and customers, handle workplace challenges, and smooth business operations. The last thing you want is an environment where departments don’t work in a coordinated fashion, can’t solve problems without turning to a manager, or find themselves unable to change how they do things when conditions demand. It can be emotionally debilitating for employees when employees don’t have these skills.

Critical thinking is another soft skill that’s critical for many jobs in today’s information-rich environment.

This kind of environment can be very tense and lead to a lack of productivity. It is a good idea to hire an HR consultant to help you identify the soft skills needed in potential candidates and help you identify candidates possessing these soft skills.

Ensure employees have the right skills

While it might seem obvious that you need to hire employees with the right job skills, it isn’t always easy. You must carefully analyze the position to develop a job description that lists all the skills needed for the position. Don’t be tempted to rehash an old job description to save time or copy it from a competitor. Also, don’t fluff up the job requirements with things that don’t actually contribute to success in the job. For instance, companies often add the requirement for a college degree or one in a specific discipline when someone with job experience might (and often does) outperform one with a degree. By adding superfluous job requirements, you may miss out on a great candidate in favor of one who lacks skills more important for job success.

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Lookout for motivation and passion

One thing you’ll have to do is make sure that your candidates are genuinely interested and passionate about the role you plan to offer them. You don’t want employees who are just going through the motions every single day just to collect that paycheck. You want to ensure the employees you hire are passionate about your business and serving your customers. If they are not, that kind of disinterest cannot be hidden, and you’ll find employees simply dragging their feet every day.

You have a lot on your plate, and you have to make sure that you are asking all the right questions at your interviews to find the right candidates. Of course, part of the motivation comes from the way you manage your employees in addition to hiring the right ones. Ensure managers understand how to motivate their direct reports and give them the tools needed to accomplish this.

For instance, profit sharing, especially when it significantly increases the employees’ yearly earnings, ensures the business and employee goals are aligned. Providing the opportunity for advancement, personal learning, and flexible work schedules also contributes to highly motivated employees.

Potential for growth

When you are trying to find the right candidates for your organization, you have to consider the potential for growth. You have to peek into the crystal ball and see into the future.

Long-term growth and advancement potential are definitely something you should focus on to grow your business. You want people who are going to be with you for the long haul. It’s the only way to ensure smooth sailing and  drive success for your business