People think that building a team is easy because all you need to do is post a job opening, go through the applications, and carry out interviews and employ.
In reality, the recruiting process is more complicated than that. Creating a good team ensures success for your company. Therefore, you need to know the best tips for getting the best recruits for your business:
1. Make a plan.
Most business owners are eager to have the best talent, but they end up getting ahead of themselves during the recruiting process. Instead of recruiting people based on how your competitors do it, or the current trends, you should plan your future strategy and allocation of resources. Many companies end up hiring an influencer because everyone talks about it, then realize that they do not need one. Therefore, your business needs to have a long-term plan that will keep all your hiring targets in check.
2. Be specific.
Before you submit an opening to an online platform like LinkedIn, take time to go through your description thoroughly. You need to ensure that your description is not the same as the other ads if you do not want to get generic applications. When job seekers come across a generic opening, they do not take time to adjust their resumes to fit the company’s requirements. As a result, the company receives many applications that are all the same. Ensure that your description is more comprehensive so that you can get relevant talent. On top of all that, including the personal traits you want in candidates applying for a specific post so that you do not end up hiring people you cannot work with.
3. Consider company referral programs.
Your employees can also help you in the recruiting process because they interact with other people who work in equally big companies. When one of your employees submits a referral, it means that the person he or she is recommending can be a good fit into your company culture. The advantage of considering a referred candidate is that they come to the hiring table knowing what the company goals are and what is expected of them. On the other hand, referred candidates have full confidence that their friend would not recommend them to a company with no goals and low motivation. In fact, most referred employees tend to deliver all the requirements of the post they get.
4. Prioritize intelligence over experience.
Experience is considered one of the essential factors in building a stable workforce. In reality, many roles that are technically advanced and require proper understanding of a system need years of experience. For example, if you are looking to design a defense training management system, you need to get an experienced professional to do that job.
After carrying out interviews, you settle on one candidate with over ten years of experience. The problem is that the candidate has been working in the same environment for many years, so he thinks the approach he decides to use is the only one. A good employee needs to take a step back and get ideas from the people he has found in the new environment. An intelligent recruit does not try to change a company’s business model; he tries to fit into it.
5. Set onboard goals.
Once the contract is signed, that does not mean the recruitment process is over. Even the highly qualified recruits need to be guided and encouraged when they begin their new job. If you leave your recruits to do whatever they want, problems start. Coming up with great onboard procedures for your recruits like employee check-ins will help you retain more employees.
Great teams do not fall from the sky; they are the outcomes of excellent planning. Rushing the recruiting process will not only be financially costly to your company, but it will also spoil the morale of other team members.
Source: TrainingZone
In reality, the recruiting process is more complicated than that. Creating a good team ensures success for your company. Therefore, you need to know the best tips for getting the best recruits for your business:
1. Make a plan.
Most business owners are eager to have the best talent, but they end up getting ahead of themselves during the recruiting process. Instead of recruiting people based on how your competitors do it, or the current trends, you should plan your future strategy and allocation of resources. Many companies end up hiring an influencer because everyone talks about it, then realize that they do not need one. Therefore, your business needs to have a long-term plan that will keep all your hiring targets in check.
2. Be specific.
Before you submit an opening to an online platform like LinkedIn, take time to go through your description thoroughly. You need to ensure that your description is not the same as the other ads if you do not want to get generic applications. When job seekers come across a generic opening, they do not take time to adjust their resumes to fit the company’s requirements. As a result, the company receives many applications that are all the same. Ensure that your description is more comprehensive so that you can get relevant talent. On top of all that, including the personal traits you want in candidates applying for a specific post so that you do not end up hiring people you cannot work with.
3. Consider company referral programs.
Your employees can also help you in the recruiting process because they interact with other people who work in equally big companies. When one of your employees submits a referral, it means that the person he or she is recommending can be a good fit into your company culture. The advantage of considering a referred candidate is that they come to the hiring table knowing what the company goals are and what is expected of them. On the other hand, referred candidates have full confidence that their friend would not recommend them to a company with no goals and low motivation. In fact, most referred employees tend to deliver all the requirements of the post they get.
4. Prioritize intelligence over experience.
Experience is considered one of the essential factors in building a stable workforce. In reality, many roles that are technically advanced and require proper understanding of a system need years of experience. For example, if you are looking to design a defense training management system, you need to get an experienced professional to do that job.
After carrying out interviews, you settle on one candidate with over ten years of experience. The problem is that the candidate has been working in the same environment for many years, so he thinks the approach he decides to use is the only one. A good employee needs to take a step back and get ideas from the people he has found in the new environment. An intelligent recruit does not try to change a company’s business model; he tries to fit into it.
5. Set onboard goals.
Once the contract is signed, that does not mean the recruitment process is over. Even the highly qualified recruits need to be guided and encouraged when they begin their new job. If you leave your recruits to do whatever they want, problems start. Coming up with great onboard procedures for your recruits like employee check-ins will help you retain more employees.
Great teams do not fall from the sky; they are the outcomes of excellent planning. Rushing the recruiting process will not only be financially costly to your company, but it will also spoil the morale of other team members.
Source: TrainingZone
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