No business can find success without having great staff and if you want your business to succeed, it is vital that you know how to go about finding the best people for the job. There can be a great amount of damage done if you hire the wrong people, especially if you have a small operation. This is because by the time you have hired them and trained them, realized they are not for you, and then gone after more staff you have lost a lot of time, and time is money. The key to getting the right staff is how you go about hiring them, and here are some tips on how to do so.
Using social media channels such as LinkedIn are a great way to ensure that you are looking for the right people to fill your position. On LinkedIn for example you can not only promote your staff vacancy, but you can also search for people who you think could do the job well, and then approach them. Being able to see someone’s complete profile before you engage with them can really help to save you a lot of time and help you to get the right people. If you are looking for shift workers and temp staff, you could also look at using ShiftPixy, a social media app which connects available shift workers with you so that you can plug any gaps which you might have.
If you work in a specific field such as finance or law, you are far better off posting your vacancies on specific sites for these sectors, rather than simply placing them on general job sites. This sis not to say that you shouldn’t post on job sites, you should certainly cast your net far and wide in order to get the best talent. Make sure that with your job posting, you post specific details about the job that leaves zero confusion. The more accurate the job description, the better quality of applicants that you will have.
The vetting process is where you should spend the majority of your time when recruiting new staff. This is where you need to decide which applicants you will bring in for interviews and based on their experience, their qualifications and their skills for the job, you need to be ruthless in selecting just a small number for the next stage. Try to cut the list of applicants down to 4 or 5 who you will invite in for an interview.
The interview is less about finding out about the suitability of the person in terms of actually doing the job, and more about how this character in front of you may fit into your team. You will of course need to ask the candidate about what they can bring to the job and what they would like to achieve whilst working for you, but the personality is what you really need to focus on.