More than any other factor the right employees affect business success. You might have the right owner, the right location, enough capital to finance your business and even the right product/service. Yet without the right employees you aren’t likely to do very well. There may be plenty of applicants but only a few that you want to hire.
A report from the Tenon Forum states that one in five businesses are having a difficult time growing their businesses due to poor recruitment techniques. They are not able to recruit people who are going to grow their businesses and instead keep getting stuck with sub par workers. There are methods that businesses can used to recruit the proper people but are often not used.
Steps in the Recruitment Process:
1.) Make a profile of your Ideal Employee: Unless you know what type of employee you are looking for you probably don’t know where and how to recruit them. You would want to list the desired employee’s skills, education, personality, experience or anything else you feel is important. Once you have developed this employee profile and ensured that the job description and profile match you can be begin to develop a strategy of finding him/her.
2.) Place Your Advertisements: When placing advertisements don’t be concerned about the amount of people who apply but of the quality of applicants. For example, if you are recruiting for a senior executive it may do you no good to place an advertisement in your local newspaper. Trade magazines, focused websites and specialty forums appear to be the most beneficial. Advertisement placement should correspond to the skill level needed.
3.) Review the Applications: Categorize the applications by forming three piles of which one will be people to interview, another will be people you will look at if you can’t find any other candidates and the last one is the rejection pile. Once that is completed you schedule your interviews based upon the first pile.
4.) Develop a Spreadsheet/Matrix: Develop a spread sheet and place on the top of each column the applicants name and on the rows the criteria you are looking for. These items might be skill level, personality skills, education, etc.
5.) Interviews: When conducting an interview it is important to ask the same basic questions to each applicant. Even though it is perfectly acceptable to let the conversation progress into new avenues it is the basic questions that are going to allow you to compare and contrast the candidates.
6.) Background/Employment Checks: Now that you have picked your top two candidates it is important to get some understanding of their employment history. Some types of industry such as once with lots of cash handling might want to run a consumer report or criminal history. The most basic investigations include a drug test and employment history.
Each of these methods is designed to screen candidates to help ensure that the right candidate is chosen. Few if any candidates will every reveal their weaknesses during the selection process and it is imperative that major faults are uncovered before they become manifested in your workplace. Matching the skills, experience, education and personality to the position is one of the most beneficial ways of having your business grow.