Entrepreneurs in today's world find it difficult to match up to its human resources and business requirements. With the changing wave where the new-gen prefers less to be bossed over, finding and choosing the one that could perfectly match your business ideology and work environment becomes daunting for the management and the HR teams.
People with the right skills, a better understanding of their work and hardcore determination towards company goals are the ones that can elevate the business graph by making the ideas of their authority into reality with their knowledge and hard work.
Many of the company owners take the process for granted and choose people based on their availability and the salary demand, thinking that they would train them later. But what actually happens is that the company invests its time, money and efforts to train them and gets a resignation from their side once these newbie employees are satisfied enough to learn from the experienced people of the industry.
Ohh! This is the biggest loss a company could face. This makes the process of recruitment most important as getting the right people working for you with complete loyalty is what you need for your company to attain success.
Now let's quickly know about some approaches that can help you get a better fit for your company positions.
- Be clear about your requirements
Before you jump into the process of recruitment, it's very important you know what exactly you want. Find what the actual need is, know about the position you are having a vacancy for, it for a senior person or a fresher.
Talk with the team leader about what kind of skill they are looking for in the new people. Ask them certain keynotes to create a profile that dictates the vacancy. Specify what interpersonal skills you are looking for, finally create your pitch for the particular vacancy.
Having a clearly defined idea about what you need will help you identify the right candidate when he/she is in front of you. A perfectly described requirement will also help you get the right candidates to contact you.
- Qualities matters more than numbers
It's important to have good grades to set up a starting benchmark on your recruiter. But to survive in today's competitive world, just grades are not what most of the employees look for.
Yes, the qualities a person has, whether it's about communicating with people or the ability to get certain things done despite the odd conditions are what helps them stand out from the rest of the crowd.
So while you are taking an interview, make sure you ask your candidates certain questions that can help you know their qualities. Let them tell you how they could be a better choice against a person with the same grade.
Identify them based on their knowledge in the field, but also look for their behavioural aspect that would represent their education and values.
These things might seem small but have a great impact when these candidates have to work with a team.
- Test them based on your company process
Every company has a culture of its own, some are very liberal while some of them are very strict when it comes to rules and project delivery. You know your company better, so while you are choosing the new member that would join the company, keep your work process and the company environment in mind.
Some arrogant new joinees latter acts as a reason for dispute among the old members of the company. So before you decide to welcome them aboard, pass them through the tests that can help you identify their ability to fit in your organization. Create some test formats which includes doing some tasks (technical or nontechnical) based on the field you are recruiting in or just make them go through some tough condition like delivering certain things on time or visiting you at the time that's not preferable for them.
Note how they react and take those challenges, make sure you are smart enough to identify their efforts to match up with your expectations.
- Lookup for the growth potential
We all as a recruiter look for the people who have ample knowledge to help the company grow, but having some people who have the urge to learn and create something new from the knowledge they gain is also equally important.
So while you are looking for a candidate, it's good if they have the best knowledge of their field, but sometimes considering the freshers that have the fire and the eagerness to grasp the best knowledge that they can get and give out some innovative output on the table is also what a company needs.
For such employees, it's worth investing the time and effort if they can give back some great work in return in a short span. These talented people are the ones which bring excitement in the company and help your business step up towards a great take-off.
- Communicate your expectations clearly
The last thing that comes down to the list is the clarity of expectations. This thing goes both ways, whether you are an interviewer or interviewee. As a person to enter a new company, he/she might have some expectations in terms of salary, perks, culture and work off course.
While you are taking the interview, make sure you make things clear to them, whether it's about leaves or the reporting system. Also before they are onboard, you have to make sure you have given them enough information to know what they are hired for and what is expected from them based on the position.
Having such clarity on both sides, will help you as well as them to remain informed about their work and also make the new member easily flow into the company environment.
Wrapping Up
The people working for you in the organization are the most important factor that can decide your company's growth or failure. Having someone who can perfectly understand your company goals and know his work better can make the development process easy for the business owners.
He knows he has an excellent team on which he could rely, but what becomes the hardest part here is to get such people who have the same ideology as the people working in your organization.
Hiring a wrong candidate might cost you something more than bucks, that is your time. So before you decide to hire anyone, use the above points to identify who is the best fit for your company. Lastly, make sure you trust them and give responsibilities and space to let them grow and develop themselves in your company.
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