Having and keeping the right people on your team makes all the difference in running an effective and efficient organization. Reflect for a moment on your own contribution to your business success. Your special skills combined with your passion and commitment to the arts probably played a significant role in getting your organization where it is today.
Look at the contributions of others on your team. Chances are that some or all of them brought significant talent, energy, and commitment to the table. You can ensure and even accelerate the progress of your organization by continuing to attract top people. You can also avoid the pitfalls of bad hiring decisions, which can result in much wasted time and money, poor morale among the people you want to keep, and even lawsuits.
Key Factors In Making Successful Hiring Decisions:
1. Make sure you hire ‘the safe person: Try to find a person who fits the profile of the work position you are offering with experience in the same job and industry and from a company similar to yours. Don’t plan to train employees into missing talents and habits but develop their best qualities. Hire winners, people who will hit the ground running.
2. Be clear about the things that the job requires: Clearly state the job’s description and the day-to-day responsibilities should be clear to the potential employee so that there won’t be any unpleasantness in the future.
3. Be sure to perform checks: You have to do this in order to know if the candidates you wish to employ can do the job and contribute to your company. Ask for candidates’ original examination certificates. Also, perform background checks and check former employment history which is best done by phone. When references are concerned, ask for written ones but beware that it is possible that these can be written by a friend or by themselves. You can also try using a background verification company.
4. Hire people for their passion, desire, and commitment aiming for a fit with your business: Always ask yourself if the person would enjoy the job. Hire people for the things that cannot be trained or developed. Hire people for their talent. Try to discover if they have the ability you’re looking for. A way to do this is by giving them ‘homework’ prior to hiring them so you can make sure that they have a necessary passion for work since a vast number of people will try to avoid doing this and you can seek out those with passion.
5. Be a great employer: You should aim to be known as a great employer. You can do this by giving benefits to your employees, motivating them, rewarding them, recognizing their efforts and accomplishments, and promoting them. This way you will have your employees brag that you offer a great place for work and people will believe the employees before they believe anyone else.
Internal Recruitment
Internal recruitment gives existing employees and volunteers the opportunity to apply for the job opening. It is linked to succession planning and career development. Internal recruitment can include promotions to a higher level position, and also lateral moves to the same level position. To keep the process positive is very important to be fair and consistent in how you go about recruiting internally.
Potential benefits of this approach
Management already has a good idea of the employee’s capabilities
Rewards the employee/volunteer for past performance
Gives the employee/volunteer an opportunity for career development
Retains the organization's investment in the employee/volunteer
Reduces the amount of time necessary to orient the person to the new position
Reduces the time and costs of recruitment
Supports positive morale and retention by signaling the possibility of internal progression
Five Recruiting Steps
1. Create better-detailed job descriptions
If you don't have a clear idea of what employees are supposed to be doing and If you're not careful with the way your job posting is written, you will have a hard time hiring the right person. Many companies write detailed descriptions with long lists of responsibilities and requirements, Create a good job description and make sure to clearly communicate the job requirements to candidates during interviews.
2. Use well-structured interviews
Create an evaluation scorecard that can be used to grade and compare the performance of candidates on a series of criteria.
When it's time to interview, it's a good idea to have more than one conversation with serious contenders and include other people in the process such as an HR person and the manager to whom the new employee will report.
Use behavior-based interviewing techniques. These involve inviting candidates to describe how they have handled specific challenges in previous positions. Past performance is one of the best predictors of future performance. You can also present them with a scenario involving a difficult situation and ask them how they would handle it.
3. Look Beyond the CV
The most qualified candidates on paper may not be the best fit for the job. Ask about the candidate's interests, ambitions, and priorities. If working for a big company with a big salary is their dream, they might have a hard time working for a small firm. Find ways to make people want to work for your organization so that good-quality talent will want to join your team. Industry awards can increase your company’s profile, so make sure that you include these recognition programs in your marketing efforts One of the most important ongoing tasks you'll have as a business leader is hiring. It's not easy, though; it's a time-consuming process with monetary and reputational consequences if you make a bad hire.
Taking the time to find the right person someone who is not just technically capable but also a good fit for the company is important. Companies that are successful in hiring have a process that includes attracting high-quality candidates, evaluating them in several different areas, and taking the time to get to know people in different ways. Here are nine tips to build and improve your own hiring process.
4. References verification
Take the time to verify references. Although not many businesses provide references for previous staff, reference checks remain one of the best ways of getting information about candidates. Also, consider doing a bit of independent investigation by seeking out people who know or have worked with the candidate in the past.
5. Evaluation and Control
Implementation, evaluation, and control are like the three legs of a stool; remove one, and the stool wobbles and crashes to the ground. If you remove one of these items from a recruitment, it falls apart, and the plan won't succeed. All three are necessary for the successful completion of recruitment exercises that help businesses achieve their strategic goals
Key Factors In Making Successful Hiring Decisions:
1. Make sure you hire ‘the safe person: Try to find a person who fits the profile of the work position you are offering with experience in the same job and industry and from a company similar to yours. Don’t plan to train employees into missing talents and habits but develop their best qualities. Hire winners, people who will hit the ground running.
2. Be clear about the things that the job requires: Clearly state the job’s description and the day-to-day responsibilities should be clear to the potential employee so that there won’t be any unpleasantness in the future.
3. Be sure to perform checks: You have to do this in order to know if the candidates you wish to employ can do the job and contribute to your company. Ask for candidates’ original examination certificates. Also, perform background checks and check former employment history which is best done by phone. When references are concerned, ask for written ones but beware that it is possible that these can be written by a friend or by themselves. You can also try using a background verification company.
4. Hire people for their passion, desire, and commitment aiming for a fit with your business: Always ask yourself if the person would enjoy the job. Hire people for the things that cannot be trained or developed. Hire people for their talent. Try to discover if they have the ability you’re looking for. A way to do this is by giving them ‘homework’ prior to hiring them so you can make sure that they have a necessary passion for work since a vast number of people will try to avoid doing this and you can seek out those with passion.
5. Be a great employer: You should aim to be known as a great employer. You can do this by giving benefits to your employees, motivating them, rewarding them, recognizing their efforts and accomplishments, and promoting them. This way you will have your employees brag that you offer a great place for work and people will believe the employees before they believe anyone else.
Internal Recruitment
Internal recruitment gives existing employees and volunteers the opportunity to apply for the job opening. It is linked to succession planning and career development. Internal recruitment can include promotions to a higher level position, and also lateral moves to the same level position. To keep the process positive is very important to be fair and consistent in how you go about recruiting internally.
Potential benefits of this approach
Management already has a good idea of the employee’s capabilities
Rewards the employee/volunteer for past performance
Gives the employee/volunteer an opportunity for career development
Retains the organization's investment in the employee/volunteer
Reduces the amount of time necessary to orient the person to the new position
Reduces the time and costs of recruitment
Supports positive morale and retention by signaling the possibility of internal progression
Five Recruiting Steps
1. Create better-detailed job descriptions
If you don't have a clear idea of what employees are supposed to be doing and If you're not careful with the way your job posting is written, you will have a hard time hiring the right person. Many companies write detailed descriptions with long lists of responsibilities and requirements, Create a good job description and make sure to clearly communicate the job requirements to candidates during interviews.
2. Use well-structured interviews
Create an evaluation scorecard that can be used to grade and compare the performance of candidates on a series of criteria.
When it's time to interview, it's a good idea to have more than one conversation with serious contenders and include other people in the process such as an HR person and the manager to whom the new employee will report.
Use behavior-based interviewing techniques. These involve inviting candidates to describe how they have handled specific challenges in previous positions. Past performance is one of the best predictors of future performance. You can also present them with a scenario involving a difficult situation and ask them how they would handle it.
3. Look Beyond the CV
The most qualified candidates on paper may not be the best fit for the job. Ask about the candidate's interests, ambitions, and priorities. If working for a big company with a big salary is their dream, they might have a hard time working for a small firm. Find ways to make people want to work for your organization so that good-quality talent will want to join your team. Industry awards can increase your company’s profile, so make sure that you include these recognition programs in your marketing efforts One of the most important ongoing tasks you'll have as a business leader is hiring. It's not easy, though; it's a time-consuming process with monetary and reputational consequences if you make a bad hire.
Taking the time to find the right person someone who is not just technically capable but also a good fit for the company is important. Companies that are successful in hiring have a process that includes attracting high-quality candidates, evaluating them in several different areas, and taking the time to get to know people in different ways. Here are nine tips to build and improve your own hiring process.
4. References verification
Take the time to verify references. Although not many businesses provide references for previous staff, reference checks remain one of the best ways of getting information about candidates. Also, consider doing a bit of independent investigation by seeking out people who know or have worked with the candidate in the past.
5. Evaluation and Control
Implementation, evaluation, and control are like the three legs of a stool; remove one, and the stool wobbles and crashes to the ground. If you remove one of these items from a recruitment, it falls apart, and the plan won't succeed. All three are necessary for the successful completion of recruitment exercises that help businesses achieve their strategic goals
