Are you in the process of opening a business and looking for new employees to help run your company? Most businesses can’t run without the assistance of a talented workforce. The extra help you’ll receive from delegating tasks to your employees will help your business become exponentially profitable.
- 1 Check Their Credentials
- 2 Test Their Skills
- 3 Ask the Right Questions
- 4 Choose the Best Candidates
- 5 How to attract the best employees? 10 practical tips
- 5.1 What makes your offer as an employer unique?
- 5.2 When collecting recommendations, it is fundamentally important to find out the following point
- 5.3 Never help your competitors
- 5.4 If you want to change the final result – change the search principle
- 5.5 Carefully study the internal reserves and potential of the company
- 5.6 Distribute recruiting responsibilities
- 5.7 Try to avoid the wording “urgently needed”
- 5.8 Dissatisfied employees of other companies – your real chance to find what you need
- 5.9 Never stop looking for staff, even when there are no open positions
- 5.10 “Sell the smell of grilled meat, not the steak itself.”
Check Their Credentials
One important part of vetting job candidates is to check their credentials and criminal history. For criminal records here are the best background check websites. You want to be able to trust the people you will have working in your establishment, so it pays to do a record check before you extend a job offer. To get the right kind of results with this venture, it helps to consult with professionals who offer a service like an employee HR background check.
Test Their Skills
Before you choose candidates to come for an interview, you can administer an online skills test. Many companies provide assessments that potential job seekers can take when they apply for a particular position. Depending on the type of occupation the person is looking for, the test should focus on subject matter related to that job. These tests can be helpful to learn the skills, abilities, and tendencies potential employees possess.
Ask the Right Questions
Once you’ve found a candidate that meets the requirements of the background and skills test, you would then want to invite them in for a face-to-face interview. To make this experience count, you want to make sure you’ve prepared a list of questions to ask the interviewee. Without the right types of queries, you won’t receive the right answers you need. Ask about things that pertain to the person’s past work history as it might apply to their new job. Find out how they deal with stressful situations, and how they interact with other people in a work environment.
Choose the Best Candidates
After you’ve passed a person through the trials of application and interview, you want to promptly extend a job offer so they don’t begin to look elsewhere for work. When somebody stands out as being a prime candidate for the position, don’t waste any time letting them know you’re ready to have them work for you.
Put the time in to screen and choose the best employees. It will help you find someone who will add value to your company.
How to attract the best employees? 10 practical tips
The only way that companies can expand their enterprises is to have a trusted group of associates to make it all possible. So, how can they attract the best employees?
What makes your offer as an employer unique?
What can you offer a job seeker that your competitors do not have? The answer to the question should be a list of the top 10 reasons why talented and celebrity job applicants should choose and work for your company. The simplest approach to compiling a list of the top reasons for choosing you is to survey existing employees. Better than them, no one will answer the questions: Why did they choose you? Why do they continue to work here? What do they like most about this job and company?
When collecting recommendations, it is fundamentally important to find out the following point
Is it just a review of the candidate or a real recommendation? The answer to this question will make it clear whether the person who gave the recommendation has an idea of the applicant, and to what extent he is ready to sacrifice his good reputation by recommending this or that candidate. This applies not only to hiring employees but also to the selection of suppliers.
Never help your competitors
If someone calls you from another company and is interested in one of your best ex-employees, it is a signal that he is looking for a new job. Before providing any information, tell them that you need to contact an employee to obtain permission to provide the required information. The best option would be to find the phone number of the “star” ex-employee and invite him to consider the option to go back. Even if the answer is no, you, in any case, leave only positive impressions about yourself, which will certainly play a role when the person again thinks about changing jobs.
If you want to change the final result – change the search principle
The same headline, the same text, the same ad placement section will attract the same type of applicants. If you want something more, start with internal changes. For example, if you mainly hire men, place your ad not in the vacancy section, but on the sports page; to search for candidates for part-time work, the ad can focus on the possibility of spending more time at home with children.
Carefully study the internal reserves and potential of the company
Before looking for applicants on the side, analyze the candidates already working in the organization. Maybe there are people among them who could pull the right amount of work, or who really deserve career prospects. The promotion of employees up the career ladder is an excellent incentive and motivation for other employees. And for an employer, there is nothing better than understanding that the person he needs is already working in his company.
Distribute recruiting responsibilities
If you have several HR managers at your disposal, then it would be best to distribute the search directions between them. So, for example, one manager can deal with applicants who come on recommendations, another – direct search for candidates in your industry, the third – monitor Internet resources, social networks, etc.
Try to avoid the wording “urgently needed”
The phrase “Urgently required” in the ad is not the best option for finding worthy employees. If you really want the best candidates, then, first of all, you need to tell them why your company is the only right decision for them. And instead of a phrase about urgency, it is better to indicate phrases like: “our growth is your prospects” or “come to work and make a career.” If we look at a specific example, it sounds much better “Santa Claus needs helpers” than “An urgent need for a person to work during the New Year holidays.”
Dissatisfied employees of other companies – your real chance to find what you need
The more dissatisfied with the work of the employees of competing companies, the more likely they will look for a better life and find it with you. Recent research in this area has shown that more than 20% of workers are dissatisfied with their jobs. The same studies show that among these people there are a lot of worthy candidates who never got the opportunity to prove themselves, despite their zeal and desire.
They are tired of large volumes of work and not being recognized as specialists. In such cases, an announcement reads “Are you disappointed and looking for a change?” Is very appropriate. or, for example, the phrase “Are you disappointed with your job? Call Now “can work more efficiently than the heading” Wanted … “.
Never stop looking for staff, even when there are no open positions
In the modern world, employees of many organizations find it quite natural to be in search of a new job, even though they have a current job. The same rule should apply to HR managers. They must constantly be on the lookout for the best candidates for their company and consider recruiting as one of the most important functions and key aspects of business development.
“Sell the smell of grilled meat, not the steak itself.”
The point of this statement is that none of us really wants to buy light bulbs, we only do this because we need light. The same applies to the principles of work. Nobody really wants to work for the sake of work. Everyone wants to receive the advantages and benefits that work gives them: stability, professional growth, recognition, respect, development of relationships within the team, etc.Please Share it to everyone: