How to Hire the Right Person for Your Business Every Time

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StrategyDriven Talent Management Article |Candidates|How to Hire the Right Person for Your Business Every TimeHiring the right people for the positions you need to fill is one of the most important and fundamental aspects of running a successful business. If you’re going to get to where you want your business to be and you’re going to ensure your business finds the long-term success you want for it, you’re going to need the right people on board.

If you’re about to go on a hiring spree and you want to make sure you hire the right people every time, we’re here to assist you with that. It’s more than possible to hire good people and not have any regrets about your hires later, as long as you approach the hiring process in the right way.

That’s what we’re going to talk about in more depth today, so if you want to find out what it takes to hire great professionals and find the right person for your business every time you make a hire, read on now and benefit from the insight offered below.

Make Sure All Candidates Under Consideration Are Properly Vetted

Before any other steps are taken, you should make sure that your candidates are properly vetted before they’re taken forward to the next stage of the process. If someone has something in their past that would suggest they’re not a good person to hire, you want to find out about that and rule them out of the running for the job at the soonest possible opportunity. Making sure all of your candidates are properly vetted and that they’re appropriate as a person for your company shouldn’t be overlooked.

Don’t Place a Focus Only on the Past

Placing a focus on the past is important to an extent, as we’ve already expressed above. But that doesn’t mean that you should fret over a person’s past too much either. It’s all too tempted to judge a candidate based on the list of things that they’ve got on their CV. But that’s not the way to do this. You should instead look at them as a person and try to find out what they might be able to offer in the future rather than focusing on what they’ve done in the past. After all, their future is what matters most here.

Understand the Interview Isn’t Everything

Understanding that your business can’t possibly get a clear picture of a person solely from the conventional interview process is key. There’s only so much an interview can tell you. Sure, they’re valuable, but in the conventional sense, they might not tell you a whole lot more than the fact that a person is good or maybe not so good at interviewing. And you’re probably not looking to hire a good interviewer. So try to dig a little deeper than that and understand that the interview process alone is not the be all and end all.

Get Various Perspectives from Within the Team

When hiring, you should try to gain a range of perspective on candidates and what’s needed from a range of different people from within the company. It’s not just the managers who should have a say on who the right person for the role might be. Also think about the people who the new hire is going to be working most closely with from day to day. Doing that will give you insight into what it really is you should be looking for. And gaining more insights and opinions is never a bad thing.

Listen to the Questions They Ask

Listening to the questions that your candidates ask you is something that can tell you a lot about them as individuals and what they might be able to offer your business moving forward. If they ask a lot about the business, its future and how they might be a part of that growth, it’ll already tell you a lot about their drive and motivations. That sort of stuff is really important and certainly shouldn’t be overlooked. The questions they ask are just as important as they answers they provide to your questions.

Ensure They Fit with the Culture of the Business

The culture and wider ethos of your business should inform you of where you should be looking to hire and what kind of person you want to bring on board. If, during the hiring process, you get the impression that the candidates you’re talking to simply don’t represent a good fit with your business and the culture that it embodies, that’s a sure sign that you should probably be looking elsewhere in terms of who you’re looking to hire. Culture is important and you can’t allow it to be derailed by the wrong kinds of hires.

Use Employee Assessment Tests

Using employment tests is a good idea if you want to get more insight into the people you’re looking to hire. As we mentioned above, the interview process alone often isn’t enough and it makes sense to do your best to gain greater and deeper insights into the people you’re considering bringing on board. There are all kinds of employee assessment tests depending on what it is you’re looking to achieve and what you’re looking for from candidates. So be sure to do your own research and find the employment tests that you feel might be right for you.

Ask Them About Their Own Perceived Weaknesses

Asking them about their own weaknesses can tell you a lot about a candidate. It should tell you a lot about how they see themselves and how willing they are to make improvements and how keen they are to learn from experiences. You ideally want to hire people who can understand and perceive their own flaws because that’s something we all need to do from time to time. So see what kind of answers you get and what this might tell you about a particular individual.

Listen to Your Gut

Listening to your gut reaction and your instincts regarding potential hires is often a good thing. Of course, this can’t tell you everything and you shouldn’t base your entire hiring decisions on an instinctive feeling that you get. But if something doesn’t feel right and it doesn’t seem like a good idea to you, there’s nothing wrong with listening to what you’re feeling. Stepping back and looking at things in the most objective way possible is important, but if you’re not getting good signals, think again.

Look for a Commitment to Their Own Development

Looking for commitment to their own growth and development is always a good idea. This is a good trait for your employees to have and it’s definitely something that you should be looking for if you want to hire people who are really going to help your business grow because they’ll be looking to grow and improve too. A person who wants to grow is a person who is driven and wants to make the most of their career, which is always beneficial to the business that they’re working for.

Seek Out Good Learning Skills

Seeking out good learning skills and people who know how to take on new knowledge and information in an efficient way is a good idea. This is something that’s going to be particularly important if you want to hire people who are at an entry level position and who are going to need to learn while on the job and pick up new things. A willingness to learn is a positive thing no matter how much experience a person has because none of us can know it all.

Ensure Your Job Listings and Descriptions Offer Clarity

The job listing you put up is going to need to offer real clarity and the right information if you want to ensure you get the right kinds of people applying for these roles. If you put up a poor listing with a job description that lacks details or relevant information, you really only have yourself to blame when you get a bunch of inappropriate candidates submitting applications. So take your time crafting your job listings and offer as much detail in your requirements as you can.

Get to Know Them from a Personal Perspective a Little

Getting to know people in a personal way and seeing them from that kind of perspective is something that can be highly valuable during the hiring process. When you can see what their skills are and how their professional lives interact with their personal selves, it can tell you a lot about who you’re hiring and whether they really are the right for the business and what you’re trying to achieve with it moving forward.

With all of that in mind, be sure to hone your recruitment process in a way that’s going to yield the best outcomes for you and the people you ultimately hire. After all, it’s in everyone’s best interests for you to hire professionals who are going to turn out to be the right fit and a good match all round.

What Should You Look For When You Conduct a Background Check?

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StrategyDriven Talent Management Article | What Should You Look For When You Conduct a Background Check?If you are taking a look at applicants, you might be wondering who you should run a background check on. Ideally, you would like to run a background check on everyone. In actuality, background checks can be expensive, and you are probably only going to run background checks on people who you are seriously considering for an open position. As a result, you want to use the best background check possible. With the vast majority of companies running background checks on people they are considering for open positions, you need to know what to look for. What are the items that you should consider if you are conducting a background check?

Look for Signs of a Criminal Record First

Without a doubt, the most important element that you need to consider is the presence of a criminal record. Of course, being convicted of a crime does not necessarily make someone a bad person. On the other hand, if you are responsible for the actions of an employee, you do not want to place your other employees or customers in harm’s way unnecessarily. In addition to hurting other people, this could place the company in an awkward position. Remember that an applicant cannot be turned down because of the presence of a criminal record alone. On the other hand, an employer could turn down someone if the offense committed is directly related to the duties of the position. This means that the specific nature of the crime could make you a liability to the company. For example, if someone was convicted of theft and the open position was at a bank, this would be an issue.

Therefore, what should you look for if you are conducting a criminal background check? First, you should take a look at felony convictions. Are there any felony convictions present? If so, what are they? Then, you should look at federal crimes as well. These are separate from state crimes, which make up the majority of convictions. In addition, you should also take a look and see if the individual is a registered sex offender. That might be relevant to the open position.

If you are doing a deep background check, you may check other criminal records as well. For example, there may be information listed on the global homeland security database. Or, you may even pull up an international criminal history. Be sure to consider these criminal records as well, as they can be important.

Confirm Someone’s Identity

This may sound like it is superfluous. After all, you require people to produce a photo ID, don’t you? You even ask them for their social security number if you are hiring someone, right? Unfortunately, technology has made it easy to steal someone’s identity. Therefore, you need to make sure that someone is who they say they are. Why would someone lie about their identity on an employment application? Perhaps they are collecting benefits that may disappear if they got another job. For this reason, you should also confirm someone’s identity as part of a background check.

Don’t Forget About a Credit Check

Finally, you may also want to conduct a credit check as well. A credit check is important for positions that involve money management. If an applicant is going to be managing the company’s money, you want to make sure they can manage their own money well. If they cannot manage their own money well, how are they going to be able to manage the money of the company? Therefore, you need to order a credit check. Make sure the credit report is accurate. If you see any issues on the credit report, you may want to check with the applicant to make sure these are completely understood before moving forward.

Conduct a Thorough Background Check Before Hiring Someone

Ultimately, these are a few of the most important factors that you need to consider if you are conducting a background check on a potential candidate. Make sure that you have all the information you needed to make a proper hiring decision. Conducting a dive into someone’s background can help you make the right choice.

5 Benefits of Using Recruitment Agency Services For Businesses

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StrategyDriven Talent Management Article |Recruitment Agencies|5 Benefits of Using Recruitment Agency Services For BusinessesEmployees are a business’ biggest resource – they help you plan out processes, make sales, perform the function of marketing, handle finances, and whatnot. Essentially, anything that needs to get done is handled by your employees – they are your team, your support system and your biggest assets.

Handling human resources is a very crucial task that requires special attention and a lot of monetary resources – whether it be hiring, training, managing payroll or running internship programs, human resources are a crucial function of a business that can only be handled by experienced professionals.

Especially when it comes to recruitment, we actively see a disparity between graduates complaining about not getting jobs and employers complaining about the poor quality of professionals.
Companies that specialize in recruitment, also known as recruitment agencies, bridge this gap between job seekers and companies looking for employees.

If you are a small business and are looking to hire top quality talent to make your company rise to new levels of success, you should opt for the services of a recruitment agency. Listed below are five benefits of using a recruitment agency for any business:

1. Recruitment agencies help you identify talent

Recruitment agencies help you identify top talent and act as an intermediary between talented individuals and companies that are looking for talent. Depending upon your requirements as a company, recruitment agencies help you find the individual that fits right into your dictated fields by using their well established network.

2. Recruitment agencies help you negotiate salaries

Due to their extensive clout, recruitment agencies have access to all sorts of graduates and seasoned professionals, they have a high bargaining power in terms of deciding packages for your potential employees. If you require an experienced professional but are limited in terms of the package you can afford to pay them, a recruitment agency would be able to find you the ideal candidate based on your benchmarked pay scale. They act as two way negotiators and also address concerns from your potential employees, something that the employee themselves wouldn’t feel comfortable doing.

3. Recruitment agencies conduct interviews on your behalf

Recruitment agencies help minimize the time, money and effort you would have to spend in the recruitment process and do almost all the steps of the recruitment process for you. This also includes conducting interviews and performing background checks of potential employees. Interviews specifically consume a lot of company resources in which you have to invite, schedule, conduct and report the events of the interviews. Recruitment agencies specialize in such endeavors and hence are able to get everything done quicker.

4. Recruitment agencies help you understand industry trends

Since recruitment agencies have a lot of expertise and they literally spend all day hiring and recruiting, they are very well aware of all the intricacies and requirements of the recruitment process. They are fully aware of industry trends, new designations, employment technology and have significant industry expertise to help and guide you in the recruitment process. If you are a new company with no idea, recruitment agencies can actually help you plan out the number and intricacies of the team you would need to build.

Recruitment agencies are a great resource for big and small businesses both – they are specialized in all aspects of the hiring process, are aware of the required certifications, skill sets and academic backgrounds that exist and what not. If you are new to hiring, recruitment agencies can truly represent to be the encyclopedia of human resources for you, and can even give you consultancy if need be. Businesses, irrespective of the scale of their operations and the industry they operate in can make use of the services of a recruitment agency.

HR Management Can Help Develop Your Team

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StrategyDriven Talent Management Article |HR Management|HR Management Can Help Develop Your TeamHuman resource management requires a wide range of qualities such as: leadership, proper time management, ability to motivate employees and assertiveness. In this section you will find a variety of tools that will help you upgrade your recruitment system, human resource management, management team development, tips and skills.

The perception of the role of the manager today is completely different from what existed 30 years ago. The variety of capabilities and multi-tasking that the manager is required to perform, leaves them very little free time to actually manage their employees. In the form of management today, is the manager first and foremost a leader? New employee recruitment processes and new job training processes are due to the Achilles heel of many organizations and small businesses. How to train employees? The answers in the article in front of you. It all begins with good training. Work training is vital to ensure that everyone is working to their potential.

The issue of productivity and the work of interfaces often arises in work in medium and large organizations. We lose valuable work time and build ineffective processes. Through proper work and a method of building processes it is possible to significantly upgrade the efficiency in any organization and save time and money.

Assimilation of procedures and processes in a focused management

Processes, efficiency, proper time management and tasks are among the four most common things most organizations today talk about. Often, we talk a lot about these issues, but do not carry out a deep and rooted process for deepening method and language in the organization.

An excellent recruitment strategy requires the use of your entire team as well as some aspects that you may not always anticipate. To help build the process, we have some tips to help you attract the best talent. After all, who does not want a large amount of inquiries on their site, constant phone calls from customers, new project management, new tasks and other profit channels for the business.

Many articles have been written about the status of management as a profession. Academic discussions, workshops and professional philosophical discourse on the subject have existed for decades. Despite this, as of today (and probably for years to come), there is no compulsory course or professional training in order to become a manager or improve management skills. So are you a manager looking to employ new staff? Like an electrician, an accountant, an engineer and a lawyer, a manager is also a profession and like any other profession, in order to perform it optimally it is important to learn and also to experience the work they are in; which is how training can maximize their skill. However, employing the worker is the first step.

Getting a new team together

Sometimes the simplest strategies are the best: recruit the most amazing people you know, make sure to keep them regularly happy, encourage them to bring in their most talented friends, make sure to provide great experience to each candidate and repeat this process regularly until your employees become recruiters. When you get to a point where you can not repeat this process, you have probably started developing a dedicated in-house recruitment team. If their experience with your organization is particularly positive, even non-accepted candidates still serve as recommenders for your organization. Poor candidate experience will usually leave a sour taste, not only for the candidate who came for the interview, but also for the employee who made the referral. It does not matter how much the organization pays, or how big projects the organization has, if you fail to treat candidates with the same appreciation you would provide to a veteran employee, you are doing a poor service to the organization. I’ve added a quick list of topics to make sure your candidate’s experience is on track. It is advisable to make a neat list for the recruitment process. Let’s not forget that you want to attract the very best people to your company. You can’t do this if you appear incompetent, incapable and inefficient.

How to interview potential employees: Freestyle interviewers versus template interviewers

We have all encountered one or two freestyle interviewers in our lives. Those who do not work with a page or a set of ready-made questions. They are usually big refusers of the pattern and their ability to feel and feel the candidate will determine whether they will be accepted or not. The questions do not repeat themselves and sometimes it is also not clear what they are asking.

How is an interview from intuition and gut feeling a rational and process interview? Very simple, because what those people call a gut feeling or intuition is an analytical process. How is this possible? The same gut feeling or intuition works in such a way that when we see a certain behaviour. We go back in time and identify patterns of identical behaviour, connect the same patterns in people and situations we have encountered in the past and draw a completely statistical conclusion which predicts the future behaviour of the candidate. If those interviewers who rely on feeling actually perform a thought and analysis process then where is the problem? Why are they not interviewing well enough? For several reasons and the main one is that they conclude how someone will behave in complex situations at work based on their behaviour in an unnatural situation which is a job interview. I will expand on the problems with the ability to draw conclusions in this way later.

In stark contrast to freestyle interviewers, the template people leave nothing to chance. The questions are ready in advance. Each answer indicates a character trait or behaviour of the candidate and there is almost nothing left that is prone to interpretation. Everything is clear and it is possible to know everything about the candidate before getting him a job, the people in the template say (and are wrong). Those who come to the interview with all the questions prepared in advance often find the best outcomes, for the business and its future.

Talent Acquisition In Crisis – How BPM Can Ease The Recruitment Process

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StrategyDriven Talent Management Article |Recruitment Process|Talent Acquisition In Crisis_ How BPM Can Ease The Recruitment ProcessRecruitment has always been one of the more problematic aspects of a business. On the one hand, it’s not one of a company’s primary functions, and therefore often gets pushed to the back of the tasks priority queue. On the other hand, it is vitally important for a business’ continued existence, as both expanding and compensating for turnover necessitate the acquisition of new talent.

2020 has put recruiters in an awkward position. With so many companies going under, unemployment reaching record levels, one would expect that a recruiter’s job would be easier. After all, the larger potential applicant pool should increase the possibility to gain access to heretofore unavailable high-quality workers.

While that may be the case in theory, the situation on the ground is it’s never that simple.

Workers becoming unavailable for unknown amounts of time at a moment’s notice is an ever-present danger to companies in these times of crisis. This state of events pretty much means that companies can’t afford to halt or wind down their recruitment and networking efforts – but they now need to do that on a tighter budget because they are also likely suffering the repercussions of the current crisis.

In order to make this possible, companies need to streamline and optimize their business process as much as possible. BPM software is uniquely positioned to help companies do that in a variety of ways.

Be a Good Company

The first step toward making your recruitment easier is making sure your company is appealing to work at.

Being commercially successful is helpful in this regard, but not necessarily enough to attract employees. Suppose your success is achieved through exploitative practices or toxic company culture, turnover rates will be horrendous, and you will create a bad image of the company sooner rather than later.

Conversely, if you implement good business practices, such as openness, transparency, honesty, effective communications, responsibility, initiative, etc., you will boost both productivity and employee satisfaction.

Naturally, every individual business will have to figure out how to do this on their own and judge which good corporate practices are right for their unique situation. However, regardless of your scale or craft, employing a BPM solution can help you implement those practices, and thus improve your business and make your company a more welcoming and preferable place.

Update Your Hiring Practices

Updating your hiring practices to accommodate the new normal is a must if you want to improve your recruitment process.

The current set of crises may well require serious evaluation of your preferences regarding new employee qualifications. If you’re hiring remote workers, you might want to prioritize those with sound technical, time management, and communication skills. Furthermore, online interviews and recruitment, in general, are fast becoming the norm rather than the exception – so you may want to account for that as well.

Reimagining is already an arduous business process – but it is more manageable if you have the right communication tools to do the job. A good BPM solution does wonders when it comes to this sort of thing and can be invaluable in various other situations when business processes need to be updated or even reimagined in their entirety.

Whether you need to figure out how to reduce the number of decision makers, skip unnecessary steps or just organize communications better, a BPM solution can be a great help to you.

Look for In-house Solutions to Your Recruitment Issues

Companies need to keep in mind the fact that they don’t always need a new hire to fill out newly emergent or freshly vacated positions. If you examine your organization and business processes carefully, you may well find that a current employee is already qualified for the job and can just be re-hired at a new position.

This is especially useful if the vacant spot requires a particular set of skills that are hard to acquire, or if the new job requires the worker to hit the ground running. If you can manage to hire someone from your own company to fill that role, at least you’ll spare yourself the bother of having to train them from step one, and they’ll already be familiar with company culture and practices.

Failing that, another great way to make your recruiters’ jobs a lot easier is to get other employees involved as well. Incentivizing workers to recommend suitable candidates for vacant positions should not be underestimated because it has proved to be a viable method for finding new talent.

While a BPM software is not the only way to go about performing the previously discussed steps, it speeds up discussions and promotes transparency, which smooths out any bumps in communication. Communication, in turn, is key to putting the above mentioned efficient practices into action, which is why BPM is invaluable when it comes to recruitment.

Make Sure Everyone is on the Same Page

Devising and introducing new practices when it comes to recruitment on paper is one thing. Making sure that everyone who’s involved in the process in any capacity is committed to following those practices and up to snuff is another.

Clarifying essential details, both when it comes to policy and to logistics and organizational issues, is crucial for recruitment. Failure to do so may result in delays that discourage prospective employees and lose the company valuable human resources that could have proved invaluable for the business.

The fact is that in times of high unemployment, people looking for a job can grow desperate very quickly. Even if they aren’t strapped for cash at the moment, the overall mindset in a crisis is that you can’t afford to wait around for unreasonable amounts of time for an interview. Competition is fierce, after all.

This is why companies need to be as expeditious and decisive as possible when making assessments and scheduling interviews, which makes effective communication between HR and management crucial. Implementing a good BPM solution can go a long way towards helping you with that, as it speeds up the back and forth between departments or teams dramatically.

About the Author

Mariela Kashukeeva is a Marketing Executive at SaaS BPM, a productivity process management system solution designed to manage the recurring activities of teams and entire organizations. With over 2-year experience in SEO, she is responsible for establishing collaboration opportunities with high-authority websites and creating amazing content.