Guest Blogger, Nicole Grosso, HR Consultant
Regardless of the type of job opening, entry level or experienced, hiring the right people for your business is crucial. Good hiring decisions directly affect the bottom line in terms of business success, employee morale and employee productivity. With a wealth of candidates out there, it may seem easy to hire but, beware, without the proper recruiting systems and strategy in place, you won’t be hiring the right people.
A recruiting strategy will keep you on track to determine the qualities and skills that will make a person successful and will then guide you to evaluate candidates with this in mind. One of the first steps in the process is completing a competency assessment for each job and creating a job description based on these competencies and the duties performed. When completing a job assessment, standard factors can be used to determine appropriate competencies, such as whether or not a job has supervisory responsibilities, decision making responsibilities, personal interaction, customer contact, or specific levels of skills and knowledge. This step will be completed for each open position.
Of course each organization and job is different and therefore a different set of competencies may be used that will best meet organizational goals and objectives. Establishing this information early on in the recruiting process will allow you to structure your interview around the skills needed for the position and will help to ensure a successful hire.
If you think you’re done once you’ve extended to offer… wrong. Once hired you’ll want to ensure a good onboarding and training program. Finally, it is imperative to set performance measures, to determine if your recruitment strategies were successful. If they’re not, make changes. Don’t wait for a miracle to happen.
Although these steps seem time consuming, they are the only way to guarantee you are developing an approach to hire a team capable of meeting the critical demands of your business.