It’s a great strain on both your time and your budget when a new employee doesn’t work out. Or the advert you published hasn’t drawn the attention of suitable hires. Or maybe you lost the ideal person in the process because you took too long.
These are not issues that you alone have had to face. They are common problems that many employers have had to learn from while looking for new staff.
These issues mainly arise because a stage has been left out of the process.
This is more often than not due to our desire to save time. We want to fill an empty position as quickly as possible and don’t realise that by proceeding too quickly, we’re setting ourselves up for failure and run the risk of having to start all over again.
If you’re looking for the perfect candidate, you need the perfect process. And while there is an element of personal preference to the hiring process, it’s wise to set a solid system.
Whether you are developing a new system or you would like to check to see if yours can be improved, here are 6 fundamental steps:
#1. Make sure the job is well defined
As the first step, you need to take the time to ensure your job description is a precise definition of the position you wish to fill. Key things to include in your advert are useful information about your company, the qualities you are looking for, specific responsibilities of the role, and the potential for candidates to develop their careers within your company. Be honest. Before publishing your job advert, have a look at some others and see how yours can stand out from the rest.
#2. Don’t feel like you have to be part of the whole process
The final decision might well be yours but you could form a team to help you go through the CV’s or sit in interviews. By inviting others, you’ll be a part of the process. You’ll not only be getting extra opinions but you’ll also be giving another staff members an opportunity to participate, which may motivate them to feel a more important part of the firm’s future.
#3. Sell your business
Just as candidates are trying to make themselves stand out from their rivals, so you too should be standing out from your competitors. Emphasis your company’s qualities and why yours is the better option. Having a positive brand image shows the pride you have in your company. This in turn will encourage the ideal candidates to come your way rather than in the direction of your competitors.
#4. Are your interview questions appropriate for the job description?
For each position you advertise, you need an alternative set of questions. The questions you ask need to be based around the job description. Ask other employees for some questions you could ask. Try to stay away from routine and predictable questions such as ‘Why do you think you will be suitable for this job?’ as such answers can be well rehearsed and really the answers are already on the CV. Perhaps ask ‘Why is your personality suited to our office?’. In so doing, you’ll learn if the candidate has researched your business and the Island. Include questions that allow the candidate to demonstrate their abilities and how well they have prepared.
#4. Rank your candidates into order of preference
As soon as the interview is over, decide whether the person is definitely on your shortlist, whether they are in the maybe pile or if they were not at all suitable. The reason for doing this straight away is that specific information won’t be forgotten, (especially if you have numerous applicants). Ask for second opinions if you feel it could be beneficial; another staff member may spot something you didn’t.
#5. We ask for references for a reason
Before committing yourself to making a job offer, you absolutely must contact the listed references. Most clients we work with make receipt of satisfactory references a condition in any written offer (together with the need for work permit approval).
As with interview questions, take some time to think about the questions you’d like to ask: don’t just ask to confirm basic details.
By skipping the references step, you risk throwing money down the drain with an unsatisfactory hire. The person might look great on paper and appear to be the perfect fit for your office but the reality could be different.
Following a process means your business looks professional, you are more likely to attract suitable professionals and, in the long run, you’ll save time and money.
IS YOUR FIRM LOOKING FOR PROFESSIONAL STAFF?
Contact us today with details if you’d like assistance or to schedule an introductory call to see how we can help.