Every organisation wants to have the best people on its teams. The cost of making the wrong hiring decision cannot be ignored. A research study by the Department of Labour found that a bad hiring decision can lead to an average loss of one-third of the total earnings in the first year alone. On the other hand, making the right hiring decisions will boost employee productivity, improve relationships in the workplace and create a positive environment. It also enhances work culture, increases employee morale, and encourages employees to achieve challenging goals.
Why hire the right person?
Apart from preserving the workplace culture and boosting the reputation of your organisation, here are a few reasons why you should learn how to recruit:
Time is one of the most precious resources in the world. Unlike other resources, time cannot be recovered when lost. When you onboard a new hire, productivity is supposed to increase. Hiring the wrong person will waste time and lead to low productivity due to follow-ups and disciplinary actions. Poor performers will damage other people’s schedules and prevent them from doing their jobs. Making the right hiring decision will allow you to focus on high-priority tasks.
Boosting business growth
Hiring the right person is a core ingredient of business growth. The right employees will grow with the organisation and contribute to the business’s overall success while eliminating the need to hire regularly. Hiring the right people will eventually lead to well-staffed management positions.
Minimising turnover costs
There’s nothing as frustrating as investing a lot of time and money on an employee only to lose them. Imagine what you could have achieved with all that money. Hiring decisions and your financial goals go hand-in-hand. Learning how to hire people will help you achieve your goals.
Protects the organisation’s image
Have you heard of specific organisations that can’t seem to keep their employees for long? Most job seekers avoid such organisations. When you hire the wrong people consistently, the world will start talking about your organisation. In the world of social media, this can be very damaging. These people will talk negatively to other employees and tarnish the image of your organisation. Investing in the right people is not only good for you but also for your organisation.
Tips for hiring the right person
As you have seen, making the wrong hiring decisions is pretty expensive. So, what can you do to avoid this? Having a good recruiting strategy is necessary when making hiring decisions. Here are a few simple tips that you can use whenever there is a vacant post that needs to be filled in the organisation:
Know what you want in an ideal candidate
The first step is figuring out what you are looking for in a candidate. Having the essential qualifications and a job title is not enough. You need to know the skills, traits, and abilities the candidate has to succeed in the role. You can quickly understand what the candidate has to have by:
Analysing the vacant position: Look at the vacant position closely and define the skills, duties, and character traits. Do you want someone detail-oriented? Someone Introverted?
Look at the organisation’s culture and goals: A company’s culture has many ingredients. They include work environment, values, and attitudes. For instance, do your employees work on their own or in teams? Are office hours relaxed or strict? Do you embrace the informal or formal management style? Knowing the organisation’s culture is essential because productivity levels increase when employees' needs and values match those of the organisation.
Create the candidate’s profile: Now that you know the personality traits, skills and experience that your candidate must have, it’s time to create a profile. What is their work ethic like? What are their strengths? If you have employees who have to succeed in the same role, you should consider inviting them to take a personality test so that you can gather more information about the person who is supposed to fill the post. You should also include supervisors or department heads because they have a good sense of the necessary traits and skills for the position.
Craft a good job advertisement
With the traits and skills needed for the job, it’s time to create a good job ad to help you attract more applicants and make the right hiring decision. Use your analysis report to focus on the specifics and broaden your search by posting your advert on various job boards. If you’ve found out that your candidate must be a good communicator, have an outgoing personality, and have an eye for detail, you need to mention these things in the job descriptions. Ensure that you talk about the company culture. If you plan to include a test before making a hiring decision, don’t forget to mention it.
Include phone interviews
After the job postings, people will start applying. You need to review all the applications and shortlist the candidates who meet your requirements. It’s essential to call each candidate and have a preliminary interview. Phone interviews can help you gain information that will enable you to decide whether a candidate is good for the organisation. Ensure that you inform every candidate about the steps they’ll need to take during the hiring process. It will help them know what to expect and be prepared.
Come up with interview questions
Coming up with the best job interview questions takes time and energy. However, asking the right questions can help you make the right hiring decision. You can become a great interviewer by:
Avoiding common interview questions. Most potential candidates expect questions like “Tell me about yourself”. Applicants usually go through these questions and prepare answers. You can save time by avoiding predictable and boring questions during the interview.
Ask questions relevant to the role: You must know whether the interviewee is a good fit for a specific job in the organisation. You can align your questions with the traits and abilities that you need.
Ensure that all questions have a specific goal: Use your time to focus on questions that help you understand whether the candidate has all the traits and skills needed.
Don’t make hiring decisions quickly.
After meeting the candidates, you might be tempted to hire someone who quickly ticks all the boxes. However, you need to take your time. Take the time to analyse the individual’s skills and traits and conduct a background check. You may also want to consider employee referrals as they give an insight into what the employee is like at work. It doesn’t matter if you have to test the qualified candidates for a few months. Don’t speed up the recruitment process. This is how top companies recruit the best performers. These rules apply to any profession, whether it be a writer or a manager or a lawyer. It is important to observe these conditions and try to keep a cool mind.
As you have seen, knowing how to recruit employees is a challenging and time-consuming task. However, it pays off in spades in the long run. Making the right hiring decision will improve productivity, enhance work culture, and boost employee morale. Which tips for hiring are you going to start using today?
Looking for a Temporary Employee in London? Oriel Partners Can Assist You!
Oriel Partners is an administrative recruitment consultancy that sources temporary, permanent and contract candidates exclusively in most instances. Oriel Partners can help you achieve your goals if you are looking to hire.