When it comes to business, deciding who to join your team can be one of the biggest decisions you have to make. Whoever you choose could be part of your company for years, if not decades. They could end up coming up with the million-dollar idea that transforms your company, or they could just end up clocking in and out every day and not adding anything to the business. With that in mind, how do you make sure you make the right decisions when it comes to recruitment?
Who do you employ?
The first thing you should do when looking for a new employee is to make a list of the qualities you’re looking for in that employee. Make sure you specifically list these qualities as an essential requirement in any job advertisement. Then decide the best way for them to demonstrate these qualities, whether it’s providing evidence in their resume or explaining examples of their experience during an interview. You could even set your potential employee an assignment to submit before you meet them face to face or incorporate a timed assessment into the interview process.
Once you’ve decided on what you’re looking for, figure out a system to record how well each applicant has proven themselves on each of these qualities. Makes sure the most important qualities are weighted heavier than the rest. Before you make a final decision, consult with other employees who will be working with them every day.
How do you get the best out of them?
Once you’ve decided who to invest in, what do you do if your commitment isn’t as rewarding as you’d first hoped? Most employers can probably tell within the first few weeks whether the recruitment decision was the right one. However, trying to correct any wrong decision without considering sensitivity, and you could cause even more problems for you as a manager.
When it comes to big decisions like these, it is often best to seek advice from experts outside of your business. Companies like TriNet offer affordable HR consulting to help tackle some of the most difficult HR responsibilities. In this example, where you’re not sure to do about an underperforming new employee, they could advise you on whether you could terminate their contract or whether they would benefit from correctional training and discipline.
Do I need more employees?
As your business expands, the pressures on the workforce also increase. It may be that you can deal with this increased workload by rearranging the responsibilities of your existing staff. If your team is failing to meet deadlines or the quality of their work has dropped, then it is time to consider adding another member to the team. While an extra head in the office might seem like a big expense, they could be the key to unlocking more income into the business. More importantly, they could prevent existing customers from turning their back on the company if standards continue to slip or productivity starts to slow down.