You have set up your company, you have a business plan and need people to join the fray. Staffing is a major problem and finding a suitable, competent candidate is tough for any business assignment. Either they fall short of the requisite qualification or the number of years or else they fall short in their degree.
How do you find the right candidate for your business?
The first step calls for laying out the requisites of the job for which the person needs to be hired. Is it for mechanical work or is it about following specific instructions that do not require any creativity? Do the candidates need to have good mental reflexes? Does the organisation need an individual who can think out of the box and on his feet? Is the nature of job such that it requires detailed methodical research and analytical skills? These are some of the questions that need to be answered and these must be enlisted for evaluating the candidates in the fray.
1. Receive applications describing your details of requirements
To get applications, you need to post your requirements of the job on various platforms available as of now describing the details of your requirement, keeping the words as simple as possible citing only the essentials. Some of the usual ones where the workforce can easily be acquired from being naukri.com, monster, indeed, glassdoor, and more.
2. Linkedin is the next big thing
Linkedin is the next versatile platform on social media for hiring the right candidate for business. The people available here may be present with versatile career experience incommensurate with your requirement and may not be looking for a job but are simply herewith their status update on experience and qualifications on Linkedin. You can search for people here based on geographical location, profession or just job title.
3. Use Referrals
Currently, a great way to find good help is to seek referrals from people who have already had a good team of employees, if you let your requirements be known in professional circles. For example, if you need a researcher who can provide students with assignment help, then do take reference from the education industry.
Most companies also find the best set of people through referrals. One needs to determine how good or best the candidate is by evaluating them. Try mock arguments with such candidates when zeroed in, before calling them in.
4. Create a Sense of Expectation Before the Candidate
Creating a sense of expectation before the candidate of how much s/he can deliver in the company’s profile of completing targets. Their expected achievement in the role needs proper briefing during the interview. The recruiter needs to assess how the candidate intends to achieve the deliverables. Major skill judgement assessment comes through in this section in the recruiter’s questionnaires.
5. Do not Show Urgency
Any sense of urgency in hiring an individual is likely to backfire, and that is true for a key position. Terminating the candidate immediately for lack of performance is worse. More time needs to be put in during the process of screening to avoid hire-fire situations.
6. Be Attentive To The Candidate’s Questions
Sometimes, an interview works just the other way, candidates’ questions provide more insight than the actual interview with the interviewer. Knowing whether they have researched what the company entails, can be achieved by going on the company website by the interviewee. Are they, during the interview, able to convey, what makes the company culture unique.
7. Remain Subjective, Raise Culture-Oriented Questions
After accessing any Data on job seekers, the hiring process is regulated by technology “picking” the right candidate from the Data system. Some Data is very objective that places only experienced candidates in the interview. Where after, the requirement is for the right cultural and behavioural fit. Throwing in some off-the-wall culture questions about specific scenarios that the interviewee may encounter helps bring out the personality, and that is always important.
8. Make The Interviewee Relax!
It’s very hard to comprehend anyone to open up if you aim for a traditional interview, that is cold, to the point and dry. The first intention should be to relax the candidate and make the experience fun and engaging. You are likely to get accurate information only when the candidate is comfortable.
While selecting candidates, avoid these common errors
Do not make the common error of showing utter desperation to hire a candidate as if you need a person who is a topnotch writer or a marketer or a great public speaker. Or else the individual is a great organizer, creative person, obedient, can work with a team, who needs to be constantly in touch with the outside team of the organisation or can maintain graveyard shift, can keep a daily, weekly and monthly updates of reports and more. Such details are unlikely to be mentioned in an individual’s resume, and you need to find out only when the individual candidate is in.
Finally, some assessments need to be done by oneself or by the recruiters. You need to build a reputation for being a good, fair employer. A company with a fast turnover of employees does not instil confidence in the employee.
It first ropes in only those not getting a break elsewhere or are there for a stop-gap arrangement eyeing the next better job opening. And that certainly does not speak well outside an organization. In an engaging interview with the candidate ciphered only after looking into details, you are more likely to achieve accurate information about the candidate’s ability when the candidate is comfortable and feels free. So these are some steps to find the right candidate for your business.
Koby is a content writer with four years of experience. Prior to her fray here, at Online Assignment Expert, he was a full-time blogger on various websites. Currently, she is working with a team that provides Digital Marketing Assignment Help and assisting students in completing their various assignments.