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StrategyDriven Talent Management Article

What You Should Consider When Hiring Your First Employee

When you own a small business, you’d expect that over time it’ll start to grow. As it grows there’ll be more tasks to deal with and not enough resources for it.  Help will be needed to manage your build up of tasks, in which case it might be worth considering hiring your first employee. It could be seen as a big step as you’ll now have to teach someone else how you run your business and you’ll be letting someone into something that’s really special to you. But if your business requires extra resources and you want it to grow further, it’s the jump you have to take. So, here are the things you need to consider when hiring your first employee.

What are the Requirements for the Job?

It’s good first of all to identify exactly what person you require to fit a job role and the skills they need. Note down what it is this person needs for them to be successful in the role you’ve put on offer. From running the business and working on day to day tasks, you’ll know where you need the help and what it takes for it to be completed. After you’ve done this, you should get a better idea of what you’re looking for to put into the job specification.

How Does your Brand Look to Others?

SImilar to how customers use a brand to buy services and products from, you want to be able to show the same to potential job candidates too. They should be able to benefit from working in the business and want to be attracted by your business in some way to apply for the job. You could conduct some market research on what others think of your brand, or just ask close family and friends. It’ll help candidates understand what you do so it can help them decide whether it’s right for them.

Do You Offer Any Training?

If there’s space for an employee to grow, it can be a great plus in attracting candidates. This is, of course, dependant on the type of person you’re looking for, as someone more experienced may not necessarily need the training. Someone who’s ambitious though may see training as a valuable asset for later in their career.

What Type of Working Hours Will You Be Offering?

Nowadays, there are more people looking to distance themselves away from typical 9-5 working hours, as flexible working becomes more popular. Consider the type of working hours you’ll be offering as flexible working hours is known to be more popular when candidates are looking for jobs.

Do You Have Any Perks That Come With the Job?

It can difficult when jobs don’t have a good work-life balance. It can be more appealing to job seekers when there are benefits in the role as it can have a great effect on morale, encouraging a better work ethic. Within the job description be sure to outline any benefits that you may be offering as it’s likely more people will consider working for you.

Writing Up a Contract

Let’s say that you’ve managed to find your successful candidate, and you can’t wait for them to start work. Bear in mind that details in a contract are one of the most important things when hiring a new employee. This is crucial in making sure all parties involved are on the same page and everyone’s protected, including your business. If you’re unsure of how to write up a contract there’s always employment solicitors that you can involve who can help you along the process.

It’s always worth considering the best ways your business can grow, and retaining your best staff for a successful future. Considering these aspects can go a long way as you want to make sure the first employee is the right employee.

StrategyDriven Talent Management Article

You CAN Get The Staff These Days: Improving Your Hiring Process

Tired of hiring the wrong people for your company? Improving your hiring process could allow you to find better candidates, allowing you to build a stronger team of employees. Here are five ways that you can improve your hiring process.

Fine-tune your job description

Your job description should be carefully worded to attract as many applicants as possible. Advertise the perks of the job and use a professional sounding job title. Whilst you should detail certain qualities that you’re looking for, try not to make the job sound too demanding as you may scare off applicants – the bad ones and the good ones.

Use social media

There are all kinds of places to advertise job vacancies including job listing sites, newspapers and public bulletins. Social media is fast becoming one of the best places to advertise jobs. It’s also a great means of screening applicants to check that they’re the right fit. LinkedIn is one of the best social media platforms for screening applicants as it tells you which previous job people have worked. You may also want to check someone’s Facebook profile – even if it’s set to private, an inappropriate profile picture could be enough to tell you that a certain candidate isn’t right for you.

Create an online test

Online tests are a great way of deciding if people are the right fit for your job. This could be a personality test, a decision-based test or test of knowledge. Afterwards, you can look at the results and determine which candidates should progress forwards. Online tests could save you having a trial shift and could help to weed out applicants that are good blaggers.

Hire a recruiter

To save yourself time and increase the range of your search, you could hire a recruiter. This will cost you extra, but it could help you to find better candidates. Recruiters can be useful when it comes to hard-to-fill vacancies – these may require very niche skills or could simply require gruelling responsibilities.

Leave yourself enough time

The biggest mistake that employers make when hiring new staff is rushing the process. By giving yourself more time to advertise the vacancy, read CVs and interview candidates, you’re more likely to make the right decision. Manage your time effectively so that you’re keeping interviews on schedule and replying to queries from applicants promptly. If you’re struggling to find the time to do this, you may be able to get help from a senior employee of yours or use a recruiter to handle aspects such as interviews. On top of leaving yourself enough time for the hiring process, remember that you’ll also need to pour some time into training this new staff member and taking them through introductory paperwork. Many employees that leave soon after being hired do so because they haven’t been trained properly or haven’t been made to feel welcome – even if you’re hiring someone with ample experience, you company may have a different way of doing things, so help them to adjust.

What to look for when hiring college graduates

In business, hiring new recruits is crucial to success — they bring fresh thinking and can challenge the existing paradigms of your corporation. A steady stream of prospective employees is likely knocking on your door daily, and even more so around summer time when college and university students finish their final year.

As a recruitment officer, it’s your responsibility to bring in the talent. With so many resumes and applications to decipher, what should you look for, to ensure you interview — and ultimately hire — the best possible candidate?

Evidence of critical and strategic thinking

Use your application process to pose salient questions, requiring candidates to evidence strategic thinking and the ability to address both sides of an argument. You’re not so much looking for the individual’s ethics or values here, but their capacity to form and deliver their point of view in a creative and compelling way.

The ability to work in a team

An applicant’s college experience will illustrate if they are a team player — whether they played a team sport, or performed in college stage shows, you want employees who understand and respect the significance of working together towards a shared goal.

Look for specialized degrees

Most resumes include an abundance of experience, however, you need to learn how to filter out what isn’t relevant and focus on what is useful. While many people will mention all their experiences, if someone only has leadership skills as a secondary skillset and no actual qualification in this area, then you may have to find someone else who does have the qualifications you’re looking for.

If you feel you need more information, then research the institution where they received their further education. While some colleges offer a multitude of degrees, some colleges have a more focused curriculum, so their students can specialize in certain fields. For instance, if you’re looking for a new head teacher, then someone who has studied at NEC (New England College) and undergone a Doctorate of Education (Ed.D.) could have more honed in leadership skills than someone who didn’t.

Resilience

‘Resilience’ is defined as the ability to withstand the pressures of college life, and emerging positive and ready into the professional world. You want to build your company around people who thrive under pressure, rather than falter.

Interpersonal skills, if relevant to your business niche

Not all professions require advanced social skills — indeed, businesses in Silicon Valley are famously seeing past prejudices and assumptions, to hire individuals on the autistic spectrum in their computer technology and software development teams.

However, if the ability to work collaboratively is pivotal to your work then you’ll want to test prospective employees on this skill. Building upon evidence of team and relationship prowess, use the interview to pose challenging questions to delve further — “Tell me about a time you’ve had to manage conflict in a study group?” or “You’ve seen that a friend is going through a bad time, how would you intervene to help?” are both revealing questions to ask.

StrategyDriven Talent Management Article

How to Recruit High Quality Staff

When it comes to recruiting high quality staff, there are several key points to keep in mind. No matter what industry you are in, your business is only as good as the key people you have hired. In other words, your staff can make or break you, so keep this in mind when hiring. So then, how do you go about recruiting high quality staff? These tips may help.

Begin with Accurate and Thorough Job Descriptions

It is hard to find the right person for the right job if you haven’t made it perfectly clear what that job entails. You will be getting a smattering of applicants who are highly qualified and really top in their field, but they may not be what you are looking for at all. This is the first step in recruitment. Know what you are looking for.

Develop and Post Recruitment Ads

Once you have accurately defined the job description, it’s time to draft and post an ad. This is an important part of the recruitment process as well. It may pay to hire a writer to craft a well-written ad, but it is also important to know where you are most likely to find high quality recruits.

Industry journals are a good beginning, but there are online job postings as well. Sites like monster.com get a huge amount of traffic and if your job description is on the mark and if your ad is well-written, you are likely to attract the cream of the crop.

Look Carefully at Education and OJT Training

Say, for example, you manage a dental office and are seeking a high quality dental assistant. The dentists on staff don’t have time to train assistants and you are getting busier by the day. Do you want to hire a recruit that worked for another dental office or would you rather have one who graduated from a top caliber school listed on best-dentalassistantschools.com?

Perhaps you can have the best of both worlds. Find a graduate with high grades who has some experience in the field under his or her belt. It all begins with the quality of training each candidate has received. OJT dental assistant recruits may have had poor or insufficient training, so keep that in mind if you are hiring in a state that does not require formal licensure.

Don’t Settle for a Single Interview

Altogether too often employers settle for the candidate they liked best on the first interview. That can be a grave error in judgment. Some highly-qualified applicants may be having an off day for one reason or another and some candidates less-qualified might just be good at interviewing.

Some companies bring applicants through a series of interviews, each with a different interviewer. At the end, the best applicants are brought before the team of interviewers. The candidate/s chosen are then, brought back one final time where they are formally hired and led through the onboarding process. It may sound like a lot of extra effort, but you can never be too careful.

Hiring the wrong candidate costs time and money and that’s something you don’t have to spare. Save yourself major frustrations by getting it right the first time.

How To Attract The Right Employees

StrategyDriven Talent Management Article
Finding the right employees is no easy task, but it’s very important. Not having the right people in place can make or break your company. That’s why businesses everywhere are always trying to come up with the precise formula for drawing in the most ideal candidates for the job.

While it’s not going to solve all of your problems, there are important steps a company should take to ensure they’re bringing in worthwhile people to interview. It’s a waste of everyone’s time when the potential hire isn’t a good fit right off the bat. See how to attract the right employees.

Technology

One way to attract candidates is to have updated technology. Having current computers, systems and an IT department is important. All of these aspects help draw in the right people, so they apply for positions at your company. It’s difficult to get any work done without modern technology, and smart candidates will recognize this and run the other way. You need it to do your job too. For example, xcdhr is an easily configured online self-service system for HR visionaries in ambitious, growing firms. This system makes your HR vision a reality by helping you attract and retain talent.

Culture & Strategy

Potential employees want to know that who they’re going to work for has a strategy and all of the latest gadgets and upgrades. Culture includes having a fancy office to display and a great management team to brag about. It encompasses how the teams celebrate successes and what the company does for fun and offers for volunteer opportunities. Candidates want to know that who they’re working for is going to respect their work-life balance desire. Culture is about the people who work there and how they carry themselves. If your culture is very attractive, then let that be known, so the right people come knocking.

Benefits & Incentives

A big magnet for potential hires are the benefits and incentives packages and competitive salary offerings. People want to know they’re going to get paid well and be recognized for their hard work. Emphasize the perks that are available, such as free coffee, a game room and Friday afternoons off. You have to be willing to give if you want to bring in the right people for the job. There are lots of companies out there, and yours needs to be able to compete if you want the best people working for you.

Career Path

It’s likely a potential hire is going to ask you about a career path in the interview. It’s a good idea to have an answer, instead of saying that you’re unsure. People want to visualize their future and know that they could be with your company for years to come. They want to be assured that their salary and bonuses will rise the longer they work for you. Have performance measures in place so you can track how well each employee is doing.

Conclusion

Finding rock star employees is a challenge. Your job becomes easier when you make your company a desirable option for potential candidates who are a good fit. This is how to attract the right employees.