HOW TO HIRE THE RIGHT TALENT:

 

People are the foundation on which great companies are built. They are the backbone of any organisation. Therefore, hiring properly is the most important thing a company can do.

 

WHY IS IT NECESSARY TO HIRE WELL?

There’s nothing more crucial to the success of an organization than bringing the right people on board and encouraging their growth, especially if you consider a bad hire could cost you a great deal.

Hiring the right employee is a challenging process. But the process drives results in employee productivity, a successful employment relationship, and a positive impact on your total work environment.

Hiring the right employee enhances your work culture and pays you back a thousand times over in high employee morale, positive forward-thinking planning, and accomplishing challenging goals. This is not a comprehensive guide to hiring, but these steps are key when you hire an employee.

Basically, the right people can make or break any profit-making enterprise, as they are the foundation upon which a company’s profitability depends.

 

HOW TO HIRE THE RIGHT TALENT?

We all know that it only takes one bad apple to spoil the bunch, similarly, a single bad hire could potentially ruin the whole team’s motivation. This will negatively affect productivity, and ultimately, impact the bottom line.

However, bringing in the perfect candidate to fill a role in your company is not an easy task. Potential hires that look good on paper do not always guarantee the right fit.

So, is the candidate sitting in front of you right for this job? How would you know? When market conditions are so volatile it’s hard to predict all the qualifications and attributes you’re going to need six months or one year down the road?

Hence, here are few tips on how to find and hire that right talent!

 

ENSURE JOB ANALYSIS

Hiring the right employee starts with a job analysis.

A job analysis is a process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. The information from the job analysis is fundamental to developing the job description for the new employee. The job description assists you to plan your recruiting strategy for hiring the right employee.

The job analysis enables you to collect information about the duties, responsibilities, necessary skills, outcomes and work environment of a particular job.

 

DESCRIBE THE JOB OPENING IN DETAIL

For each open position, create a detailed job description that outlines the following:

  • Job title or name
  • Role summary
  • Duties & responsibilities
  • Qualifications & skills
  • Decision authority
  • Performance goals and desired target outputs

You want to make sure you are as clear about your intentions as you can be, in simple clear cut words if possible.

 

 DESIGN JOBS WITH REALISTIC REQUIREMENTS

Figuring out what the requirements of a job should be—and the corresponding attributes candidates must have—is a bigger challenge now, because so many companies have reduced the number of internal recruiters whose function, in part, is to push back on hiring managers’ wish lists. (“That job doesn’t require 10 years of experience,” or “No one with all those qualifications will be willing to accept the salary you’re proposing to pay.”) 

  

REVIEW THE APPLICATION CAREFULLY

The work of reviewing resumes, cover letters, job applications, and job application letters starts with a well-written job description. Your bulleted list of the most desired characteristics of the most qualified candidate was developed as part of the recruiting planning process.

Screen all applicants against this list of qualifications, skills, experience, and characteristics. You will be spending your time with your most qualified candidates when hiring an employee.

 

PRE-SCREEN YOUR CANDIDATE VIA PHONE CALL

The most important reason to pre-screen candidates when hiring an employee is to save the interviewing and selection committee time. While a candidate may look good on paper, a pre-screening interview will tell you if their qualifications are truly a fit with your job.

Additionally, in a pre-screening interview, you can determine whether their salary expectations are congruent with your job. A skilled telephone interviewer will also obtain evidence about whether the candidate may fit within your culture—or not.

 

HAVE A STRUCTURED INTERVIEW PROCESS

How can you create an assessment process that not only helps select top talent but also focuses on specific characteristics associated with success? Define it, structure it, and do not deviate from it. Research shows that structured interviews are effective at assessing candidates and helping predict job performance. Therefore, we ask candidates about specific experiences they have had that are similar to situations they may face

 

PREFER ATTITUDE AND PERSONALITY OVER TECHNICAL SKILLS

When it comes to finding the right candidate, attitude is a better gauge than the right skill sets. Technical expertise can be imparted, but a good work ethic is an innate quality that cannot easily be taught. Someone passionate about your brand will do whatever it takes to ensure that your company becomes a success.

 

 

 

ASK THE RIGHT QUESTIONS

It is a powerful factor in hiring an employee. The job interview questions asked are critical in magnifying the power of the job interview to help you in hiring the right employee. Interview questions that help you separate desirable candidates from average candidates are fundamental when hiring an employee. Thus, the right job interview questions matter to employers.

 

PROVIDE A POSITIVE CANDIDATE EXPERIENCE

The need for a great candidate experience is present throughout every inch of the recruitment process and can make or break whether a candidate decides to join your team.

 

MANAGE TALENT RELATIONSHIPS

A modern recruiting process has to be agile and flexible enough to adapt to non-linear events. For example, you may source a candidate who will not be ready to think about new opportunities for another year, or turn a candidate down but find a new role they are a better fit for a few months down the line. How are you monitoring those candidates?

Top talent is not knocking on doors, so recruiters today have to be smart and strategic, taking advantage, and nurturing, the relationships they already have.

 

 



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