Tags – Finding the ideal employee
There’s no doubt that it can be a bit of a minefield when the need arises to recruit for a new member of staff.
Whether replacing an employee leaving or filling a new post, it can be very costly to make a mistake.
Listed below are our top tips on ensuring you find the ideal employee for your company, first time around.
1. Job Analysis and Description
Giving careful consideration to the initial job analysis in order to put together a job description is well worth it.
For instance, bringing together details of the duties and responsibilities with the appropriate skills is invaluable.
Additionally, adding into the mix the work environment and outcomes allows you to develop a comprehensive job description.
2. Recruitment Team
Using the job description, the next step is to plan the recruitment process including all those to be involved.
Whilst planning an interview process that includes second and even third interviews may seem lengthy, it’s an ideal opportunity to understand how a candidate interacts with potential peers as well as management.
Furthermore, it gives you time to incorporate a slightly less formal discussion and for the candidates to ask more questions of you which is helpful for them and insightful for you.
3. Develop Your Pool of Candidates
Whether or not you prefer to use an agency in sourcing suitable candidates for the job, don’t forget contacts you may already have.
For example, interns already working within the business may make great potential candidates.
Likewise, previous applicants for similar positions may have subsequently honed the necessary skills or suit the new position a little more than the last.
Furthermore, it’s always worth keeping letters from interested parties on file, for future recruitment.
When carrying out an interview process, the testing of skills may be tricky but useful if relevant.
Whilst a confident candidate comes across well at interview, never lose sight of the greater importance for the right skills, experience and qualifications to do the job.
Equally, a structured interview process will enable you to create a consistency, making it easier to compare one candidate’s strengths with another.
The reviewing of any suitable job candidate’s application is crucial.
A review needs to include feedback from all those who interviewed each applicant, preferably standardised.
Similarly, systemised checks on each shortlisted applicant’s references, qualifications and even social media presence are well worth the effort.
Furthermore, it’s important to be sure that anyone offered the post is a good fit for your company.
Whether large or small in size, all companies have a culture and it’s important that any new employees fit in.
However, don’t confuse fitting in with having to be the same as you and everyone else.
It’s equally important to have a mix of personalities who have different strengths and weaknesses too.