Tips for Hiring the Right People for Your Organisation

Tips for Hiring the Right People for Your Organisation

Having an avalanche of applications invokes a hope that you are close to the right person for your company, but it seems to be transitory when you get disappointed outcome. Recruitment process is time consuming and daunting for small and medium-size companies, and if you have a start-up, it becomes more of a headache because of expensive recruitment agencies.

The success of any business depends on the people who make efforts toward achieving goals. Whether you have a start-up or you have some years of experience of running a company under the belt, there is no fixed formula to hire the perfect people. Hiring is undoubtedly expensive even if you do not outsource recruitment. It may take forever and therefore you should be mindful of your finances.

You will likely be running out of money after a certain period, but you can take out a loan to fund your needs. If you have a start-up, you will not e able to quality for a business loan because lenders sign off on loan these loans only when you are at least two-years-old and your company is lucrative. Since you cannot show experience if you have just opened your business, you could apply for loans for unemployed from direct lenders.

These loans are small loans and come with a very short period, usually not more than a month. You can avail these loans by showing a combination of all of your income sources such as income from business plus income from property.

Here are some steps you should follow while hiring suitable candidates for your company.

Think who fits the role

Many small organisations do not ponder over it and they hire even if the candidate does not fit into company’s culture, intending to terminate them if something goes wrong. This is unfair – not only to the candidate – but also to your company. Recruitment is not cheap, so you should be heedful of the ramifications of your each move.

You should have an image of an ideal candidate for a particular role in your mind during interview. For instance if you are looking forward to hiring a telemarketing executive, you will want a fresh, positive, charismatic and zealous personality, someone who not only have communication skills but also convincing skills. Before you start the ball rolling, you should jot down key skills and traits you would like to have in a candidate for a particular job role.

Use your advertisement as bait

Do not infer that you will have to be ambiguous. An attractive job advertisement means you will put the whole wish list, for instance, job description, skills, personality traits, education, certification, location, timings, salary etc. Having a detailed wish list in the advertisement ensures limited and useful applications. This will not only make your task easier but also save your time. The rule of thumb says that you should also list down company benefits as they help attract as many people as possible.

Use smart techniques to shortlist candidates

Interview should not be very long, but equally, it does not miss important part. The first step to shortlist a candidate is a resume. You should peruse it to understand whether the candidate possesses all skills, education certification that you listed down in the ad. Be strict with your policy. If any of them is missing, you should turn down the application immediately.

Shortlist only those candidates who strictly meet benchmarks set by you and your company. During an interview, you should verify whether they have all skills that they mentioned in their resumes. Make a list of all relevant questions that will give you idea of whether they fit the role or not. If the interview process is very long, you should divide it in two parts. For instance, interviews for content writers are done in two sections: Grammar and vocabulary test and writing test.

Look for soft skills

Creative thinking and communication are soughtafter. People you hire must have new ideas to ensure the growth and success of your business. Undoubtedly, it is very challenging. Make sure that you also provide training and learning programmes to your employees. During an interview, you should give them real case problems to know how smartly they would handle them if they were into it.

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