NewsGuide to Succeed When Hiring People

Guide to Succeed When Hiring People

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Hiring is tough. There are so many things to worry about before, during and after the hiring process. It can be hard to know where you should spend your time when doing it. With a little bit of luck and lots of smarts, here is the right way to succeed in human resources recruitment.

Care enough to attract the best

Good companies attract better employees. Don’t shortchange yourself in your search for talent. Get the best people you can find, even if it means stretching.

The people you hire on your team should be good at what they do and committed to getting better. They ought to have an enthusiasm for doing things that are strategic rather than just taking orders blindly.

You will also want to hire people who are passionate about their work and about the direction of your company. In this context, passion translates into a willingness to roll up their sleeves and get things done without necessarily waiting for permission or guidance from above.

Finally, make sure you enjoy working with those you are hiring. This is more important than some realise! It is critical to understand how you feel about someone before investing time and energy in building a relationship that may not work out down the road (and may create uncomfortable situations while it still exists).

And if you want to go the extra mile, when meeting with potential hires, observe how they interact with others on your team or within your network. Their response will provide insight as to how they would interact with coworkers if hired.

Get the entire company on board, at every level

One of the biggest mistakes companies make is not getting their entire team involved in the hiring process. When you are only using a small subset of your organisation to interview new candidates, you are limiting yourself to that particular group’s perspective.

In order to get the best result possible, it is crucial that you gather feedback from people who have different roles and responsibilities in your company. Deferring solely to those with decision-making power means missing out on the insight of everyone else. Even if they don’t have direct input into whether or not a potential hire will be brought onto your team, it doesn’t mean they won’t have something useful to contribute.

Remember that open communication between multiple levels and teams is essential when bringing new people on board. If you want a diverse set of opinions, you need people representing different parts of your business — from receptionists, whose role involves interacting with clients for an hour or two each day to the CEO, who oversees everything from long-term strategy to day-to-day operations. This will help ensure that those who are ultimately making the decision are armed with all the information they need.

Hire recruiters who have a proven track record

Successful recruitment begins by setting up a winning team. If your recruiters (the foundation) are skilled, they are more likely to identify smarter talent.

When hiring for an executive position, you need a recruiter who has experience in your industry and a strong track record. A recruiter focused on one industry is more likely to have a large network of contacts.

In addition, understand that the best recruiters wouldn’t just chase after the highest fee, but would rather take the time to understand your company’s needs and become invested in finding you the right candidate – someone who not only fits within your company’s culture but can also take it to the next level.

If outsourcing, partner with a recruiting service that has a clear understanding of your industry

Not only does outsourcing your recruitment process help ensure that your screening process results in candidates who have the right background, skills, and experience for your business but it also means that you will be more likely to end up with a candidate who “clicks” with your company.

A recruiting service that has a clear understanding of your industry will be able to identify candidates with the right background, skills, and experience to add value to the positions in your organisation – and not just fill them.

They must have an intuitive understanding of what makes a candidate a good fit for your company’s culture as well as be familiar with how to use the best recruiting tools and techniques, like online job postings, referral programs and social media sites to spot the right talent.

For example: If you run an engineering firm that exclusively hires software engineers with specific education credentials, such as advanced degrees in computer science or math from top-tier universities such as Oxford or Cambridg, you will want to outsource your recruiting needs to a firm that specialises in hiring engineers who meet this exact criterion.

This isn’t always possible if you work in an industry that isn’t mainstream or popular and is therefore difficult for recruiters who do not specialise in them to find people who meet the requirements but it isn’t impossible when you outsource to recruiters with access to pools of talent specific to your industry.

Look for recruiters who are true consultants

There is a difference between recruiters who are order-takers and those who understand what you are trying to accomplish and then act as consultants to help you achieve your goals. The latter will take the time to learn about your business, find out what type of employee you need, your company’s culture, and then help you fill the position.

They are not just trying to sell you their services or fill a job with any warm body. Instead, they want to make sure that not only do you get the right talent but that the talent also gets the right work environment to thrive.

Be wary of recruiters who don’t ask many questions about your company but seem eager to work with you. Find someone who will be an active partner in your search and will serve as a trusted adviser throughout the hiring process.

​​The best way to find a recruiter who is willing to take that extra time is to ask them about their process. Do they have a method for getting to know their clients? Have they invested in software that helps them match candidates with the right jobs? If they answer yes to all, hire them.

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