The quality of the people who work for you is one of the most important factors in the success of your business, but recruiting can be a hit and miss affair.
All too often we hear clients complaining that they went to a lot of time and trouble to hire someone only to find that he or she did not live up to expectations.
You need strategies that will help you target and recruit the right people for your business first time round.
The key to successful hiring is to develop a recruitment plan that will enable you to:
The worst thing for any buyer is to be under pressure to make a quick purchase decision without having time to investigate all the possibilities. It is important therefore to leave yourself time to shop around when it comes to taking on new employees.
If you are recruiting as part of a planned expansion this should not be a problem, but how do you go about replacing key employees who leave at short notice? In today's tight labour market a month's notice is often not sufficient time to find a suitable replacement.
With employees who are mission critical you might consider taking precautions such as:
Employers often find they are forced to choose from a shortlist of candidates, none of whom really fits the bill. To widen your choice try:
Don't wait until you need employees but keep a constant lookout for potential candidates. When you spot them, track their progress and be ready to make an offer if the need arises.
Placing a classified ad in the local paper or in industry or professional publications is not the only way to find suitable candidates.
The way you describe a position can make a considerable difference to the interest it attracts. You need to understand what your target candidates are looking for and show how the position you are advertising provides it - whether it is pay, hours, promotion prospects, benefits, the challenge of the job, or the workplace culture.
The first thing to do when you receive applications is to check them for authenticity. Many bosses have encountered serious lying on CVs. The most common inacuracies, in order of frequency, are about:
Moreover, an increasing number of candidates are presenting bogus degrees and certificates obtained from disreputable agencies on the internet and elsewhere. There are organisations that specialise in validating educational and other qualifications, and you might consider using them for key positions.
Asking candidates to submit samples of their work or participate in a test before any interview can also help to whittle down the shortlist.
To increase your chances of making the best selection, avoid common interview mistakes such as:
Have at least two people involved in the interview process, establish measurable criteria beforehand, and compare notes carefully before making your final selection.
Payroll Services Buchan House Enterprise Way Dunfermline KY11 8PL
Dunfermline Payroll Services Ltd © 2011