Business owners rarely have time to completely involve themselves in hiring new employees. Using strategies listed in the article, they can develop new and simplified approaches toward hiring, adding some true talents to their team and driving their company toward success.
For small and medium-sized business owners, every hire is extremely important. If you're planning to add new people to your team and expand the reach of your company, there's a number of things you should know to make the process less time-consuming and more rewarding. Here are 5 simple ways to help you improve your hiring process and set up a great team.
Every business owner first looks at a candidate's skills and competences, but that doesn't mean other qualities aren't worth inquiring about. Passion is a driving force behind every venture. Has the candidate researched your company before the interview? Was he or she enthusiastic during it? Do talent and passion come up in their previous employment? Those questions will help you determine whether a candidate is just looking for a job, or wants to work with you.
Hiring is more than just filling a position. It's about providing a great solution to a problem experienced by your organization. Before you publish a vague sounding profile, determine what are day-to-day responsibilities of the new employee to get a clear understanding of the job.
Only then you'll be able to determine the required years of experience, as well as competences and skills that are necessary for the job. Providing precise information in the job posting will help candidates screen themselves before applying, sparing you lots of time looking through applications that don't fit the profile.
If your responsibilities start to overwhelm you, it's only natural that you want to hire someone to take some of that baggage away. But this is a vital mistake that can on the long run waste you both time and money, leading your company nowhere in the process.
The thing is, when you urgently need someone to take over some of your tasks, you're more likely to structure the job around a candidate's skills and knowledge – forgetting about your projected goals for that position. Make your life easier and stick to your profile.
To know that someone is just right for the position, it's best to simply test their skills. Depending on the nature of your hire, you have a lot of testing options at your disposal. If you're hiring software developers, have them write a piece of code to check its quality and number of bugs. If you're hiring a writer, ask them to prepare a text on spot.
If the position cannot be tested directly, go for a 30-60-90 day plan. Ask candidates to create a plan for the first 12 weeks at your company, specifying their goals and projected results. The plans don't need to be detailed, but they will tell you a lot about which candidate really understands the job and its responsibilities.
Employee referral programs are great and can significantly simplify your task. In fact, they're perfect for attracting new talents and passive candidates, those who aren't looking for a job at the moment. With the right incentive, your employees can become talent scouts.
If you want your program to work, here are some hints. To make sure employees know that you value their opinion, quickly follow up on referrals and keep employees updated throughout the recruitment process. As for rewards – cash works just fine and it's enough to incentivize employees to look for talents in their professional networks.
Hiring candidates with a drive for knowledge and innovation isn't easy, but if you do it right, you can be sure that your business thrives on the passion and competence demonstrated by your employees.
Author: Monique Craig is a passionate blogger and marketing specialist who works for Oneflare, an online marketplace which connects customers with local service providers.
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