Companies are made up of people, so the success of them will depend on the talent of their people. That's why finding competent candidates is a crucial activity. Follow these 10 steps to get and hire the right candidates to form the best team for your business.
Define the profile of the position
Identify the tasks and responsibilities of the job you want to cover. This will help you write a job description, its attributions, limitations, technical requirements of the person and any other relevant aspect that fits the need of your business.
Establishes the salary conditions and benefits
The salary to pay and the conditions of hiring should not be established lightly. An ill-defined contracting can have repercussions on budgetary or even legal problems. So before starting your selection process, make sure you evaluate how much you can pay and under what conditions, so that everything is clear from the beginning.
Advertise the search in different types of media
You can put a classified ad in a local newspaper or on websites that specialize in recruiting employees such as Monster.com, CareerBuilder.com or posting a notice on Craigslist.org. If your business is present in social networks, it can be effective to communicate the job opportunity there. You can also spread the word among friends, colleagues, and acquaintances.
Make the selection process
Once you start receiving resumes, analyze them very well to select candidates who meet the minimum requirements. Set your priorities, what is most interesting to you. Some suggestions to examine: integrity, confidence, ability, attitude, academic preparation, experience and desire to learn. You should not consider prospects with a history of dubious reputation or who have reported attitude problems in previous jobs.
Meet your candidates
The interview is essential to get to know the person and have a "first impression". In this meeting, you can observe how the person expresses themselves, how they behave and you can evaluate aspects such as punctuality, formality, and desire to work. The questions you ask should allow the person to speak and meanwhile, you observe. In general, the interview involves a large dose of perception and intuition and in it, you can determine if it is really that person who complements your work team.
Determine the degree of interest of the candidate
If you perceive the person as a good candidate then you can proceed to talk to him about working and salary conditions. This does not mean that you are making a contract. The goal is to know what you offer and what you expect from them to know if your interest in the position is genuine. This step is very important in order to avoid later misunderstandings and above all so that you can be sure that the person understands and accepts the working conditions.
Find out your background
Any interested person must submit personal references and previous work that can be contacted. You have to think about this basic principle of hiring: "the candidate will perform well in the future, as it has done in the past". Investigate the references of people who know the candidate's work and personal life. Profiles on pages like LinkedIn, Facebook and Twitter of your candidates can help you in the selection process.
Try a technical interview
In some cases, it is essential to do practices. These tests should be done only to the candidates you are considering to hire.
Make a decision
Once the possible candidates have been selected, make an analysis of your options and seek an expeditious and practical decision in the hiring. A hiring process should not take more than a month to guarantee the best results. Keep in mind that for some positions it is mandatory that the selection process includes a medical examination since some activities are high risk for both the candidate and the company's employees.
Involves the employee with the business
The new collaborator must have a general overview that transmits the vision, mission, and values of the company, as well as its short, medium and long-term objectives. In order for the hired collaborator to perform adequately, there must be subsequent stages of training, adaptation, and supervision that are equally effective.
Define the profile of the position
Identify the tasks and responsibilities of the job you want to cover. This will help you write a job description, its attributions, limitations, technical requirements of the person and any other relevant aspect that fits the need of your business.
Establishes the salary conditions and benefits
The salary to pay and the conditions of hiring should not be established lightly. An ill-defined contracting can have repercussions on budgetary or even legal problems. So before starting your selection process, make sure you evaluate how much you can pay and under what conditions, so that everything is clear from the beginning.
Advertise the search in different types of media
You can put a classified ad in a local newspaper or on websites that specialize in recruiting employees such as Monster.com, CareerBuilder.com or posting a notice on Craigslist.org. If your business is present in social networks, it can be effective to communicate the job opportunity there. You can also spread the word among friends, colleagues, and acquaintances.
Make the selection process
Once you start receiving resumes, analyze them very well to select candidates who meet the minimum requirements. Set your priorities, what is most interesting to you. Some suggestions to examine: integrity, confidence, ability, attitude, academic preparation, experience and desire to learn. You should not consider prospects with a history of dubious reputation or who have reported attitude problems in previous jobs.
Meet your candidates
The interview is essential to get to know the person and have a "first impression". In this meeting, you can observe how the person expresses themselves, how they behave and you can evaluate aspects such as punctuality, formality, and desire to work. The questions you ask should allow the person to speak and meanwhile, you observe. In general, the interview involves a large dose of perception and intuition and in it, you can determine if it is really that person who complements your work team.
Determine the degree of interest of the candidate
If you perceive the person as a good candidate then you can proceed to talk to him about working and salary conditions. This does not mean that you are making a contract. The goal is to know what you offer and what you expect from them to know if your interest in the position is genuine. This step is very important in order to avoid later misunderstandings and above all so that you can be sure that the person understands and accepts the working conditions.
Find out your background
Any interested person must submit personal references and previous work that can be contacted. You have to think about this basic principle of hiring: "the candidate will perform well in the future, as it has done in the past". Investigate the references of people who know the candidate's work and personal life. Profiles on pages like LinkedIn, Facebook and Twitter of your candidates can help you in the selection process.
Try a technical interview
In some cases, it is essential to do practices. These tests should be done only to the candidates you are considering to hire.
Make a decision
Once the possible candidates have been selected, make an analysis of your options and seek an expeditious and practical decision in the hiring. A hiring process should not take more than a month to guarantee the best results. Keep in mind that for some positions it is mandatory that the selection process includes a medical examination since some activities are high risk for both the candidate and the company's employees.
Involves the employee with the business
The new collaborator must have a general overview that transmits the vision, mission, and values of the company, as well as its short, medium and long-term objectives. In order for the hired collaborator to perform adequately, there must be subsequent stages of training, adaptation, and supervision that are equally effective.
