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 ads, you'll be driving away the most qualified employees. According to a study published by the Wall Street Journal, brief descriptions, are more engaging.
Another piece of advice, put more focus on what the company can do for the potential candidate and you will attract candidates who will be a better fit for your needs.
When it's time for the interview, put the CV to one side and try to find out who the person in front of you is. Any skill can be acquired, but personality cannot.
They value personal capabilities over experience. And check if that person would work well within 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 company's internal culture. If you get it wrong, that employee is likely to feel uncomfortable and won't perform in the long run.
Besides typing their name into Google, take a look at their social media. This will give you a clue about their social skills, especially if they have a portfolio or professional blog.
For better or worse, they will tell you many things about your candidate.
A study conducted by Leadership IQ it detected that signings that fail usually have something to do, normally, with a poorly executed interview.
El 82% de los 5.000 gerentes encuestados reconocieron que los entrevistadores se enfocaron en los temas equivocados, tuvieron poco tiempo y no contaban con la experiencia suficiente como para detectar ciertas señales negativas durante la entrevista.
In an interview, you can't sit down and directly ask the candidate if they have any problems or if they're a good person. But you can ask some questions that will give you clues to figure it out for yourself.
For instance, if you ask someone why they left their last job and they blame someone else, it's important to follow up. If they continue to blame external factors, you might 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 know what is important to them.
In your answers, be honest and explain to them what their job in the company will actually be like, to see if they are a good fit for you or not.
With all of this, you'll be able to improve your selection processes and more reliably identify the talent your business needs to be successful.
