One of the most important tasks for a successful business is to surround yourself with a good team. However, this is no easy task, as finding the right people takes time and effort.
The impact of having a great team positively affects many levels of your business: the quality of the service or product, profits, reputation... The same is true if the choice was a bad one.
To make good recruits for your company you need to have a foolproof recruitment process. Here are some ideas you can incorporate into your current recruitment system that will help you spot talent more easily.
If you tend to write a huge list of responsibilities and requirements in your job advertisements, you will be scaring away the most qualified employees. According to a study published by the Wall Street Journal, short descriptions are more attractive.
Another tip, put more focus on what the company can do for the potential candidate and you will attract candidates that will better fit your needs.
When it's time for the interview, put the CV aside and try to discover who the person in front of you is. Any skill can be acquired, but personality cannot.
Value their personal skills over their experience. And check whether that person would be comfortable working in your current team.
In other words, empathy will be much more important for a nurse than for a stockbroker.
The type of person you hire will depend on the job, the team and the internal culture of the company. If you get it wrong, that employee will probably not feel comfortable and will not work in the long term.
As well as entering their name into Google, take a look at their social networks. They will give you a clue to some of their social skills, especially if they have a portfolio or a professional blog.
For better or worse, they will tell you a lot about your candidate.
A study conducted by Leadership IQ found that unsuccessful signings usually have to do with a poorly executed interview.
82% of the 5,000 managers surveyed acknowledged that interviewers focused on the wrong issues, were short on time and were not experienced enough to detect certain negative signals during the interview.
In an interview you can't sit down and ask the candidate directly if they have any problems or if they are a good person. But you can ask a question that will give you a clue to find out for yourself.
For example, if you ask someone why they left their last job and they blame someone else, it is important that you pull the thread. If they continue to blame external factors, you may want to look for another candidate.
The interview questionnaire is particularly revealing, if you know how to do it well.
Allowing them to speak during the interview and to bring up the questions that most concern them about the job will give you the opportunity to find out what is important to them.
In your answers be honest and explain to them what their job will really be like in the company to see if they fit in with you or not.
With all this, you will be able to improve your selection processes and be more confident in identifying the talent your business needs to be successful.
