Getting the Right Help For Your Business, Every Time!

You’re not going to build a successful business on your own, no matter how talented you are or how hard you try. At some point, you’ll need to bring staff members on board. Get it right, and they’ll help you to take your company to the next level. Got it wrong, and you’ll be left with an expensive mistake on the books. That’s why it’s important that you strive to bring the right person on board, every single time. But if it were so easy, then everyone would have a workforce they’re completely happy with. Yet they don’t. There are ways you can improve your hiring process, however. Below, we take a look at six steps that’ll make sure you always end up with the right person for the role. Business high fives

Would You Work For Your Company? Before looking at other people, take a look at yourself, and by that, we mean your company. Some businesses have extreme expectations for their staff, yet no expectations for themselves. Ask yourself whether, if you were an outsider, you would like to work for your company. If the answer is no, then why not. Perhaps you’re asking too much of your staff, or not paying them enough, or you don’t provide opportunities for growth. Whatever the issue is, it’s going to stop the best applicants from putting their name forward for the role that you’ve advertised. Make your business desirable!

The Job Advertisement It’s probably that your job advertisement is a person’s first interaction with your business. What does it say about your company? You know your business inside out — the people who have come across your job advert do not have such information. If the ad is overly negative, then the top talent will not apply. The aim is to get as many top-tier candidates applying for your position. Often, the ad description puts them off. Don’t focus on just what you require your employees to have — say what you can do for them. The best talent already knows how good they are, and they’re not going to settle for a job that demands a lot, and gives only a little.

A Robust Process If you’ve ever put out a job advert, then you’ll know that there are more jobs than people. It doesn’t matter what the role is — it’s conceivable that you’ll receive hundreds of replies. As such, you’ll need to develop a system that’ll sort the suitable applicants from the unsuitable applicants. Have your HR department create candidate profiles for every applicant; they’ll give you the information you need to make an informed decision about whether they should progress to the next stage, or not. You can use these processes at every stage of the talent acquisition — from filtering out the unsuitable applicants at the beginning all the way through to making an offer.

Company Culture It’s important that you’re looking beyond the experience and skills of a potential candidate. They’re important, but they’ll only be useful to your business if the person and their skills are aligned with your broader company culture. For example, if you’re a young and cool startup company, then hiring someone who has thus far built their career in more traditional companies might not be the best move. You should also consider whether their temperament and general world-view are consistent with your culture and branding. One employee can have a hugely negative impact on morale and customer-relations, if they, at heart, don’t truly buy into the mission of the company.

Working With Other Businesses Sometimes, you’ll need to assess whether it’s necessary or even possible to bring in an employee to fulfill a role. For example, not all positions require a full-time employee. For other positions, the talent pool is so small that finding the perfect one for your business will be too difficult. During times like these, it’s best to outsource the task to third-party companies, at least on a short-term basis. Rushing into hiring an employee because you’re struggling to find anyone who can do the job will only lead to problems.

Gut Instinct Finally, let’s not totally rule out your gut instinct. If you’re feeling good — or bad — about a potential employee, then factor that feeling into your decision-making process. Some people are just really good at interviews, while others flounder. If someone nails the interview, but there’s something that’s making you think twice, then it might be worth holding out, at least until you can gather more information and make a more reliable decision.

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