Finding the best candidates to fill positions in the company can be the difference between a successful business and a relentless headache.
Employers need to take some precautionary measures to ensure that they are looking for the right place to attract quality people. It is also important to familiarize yourself with potential employees as much as possible during the screening process.
Failure to do this can cause employers to experience more problems than they bargain. Check out the steps below to help your recruitment process if you have experienced bad luck in hiring people.
1. Find out what Value they can bring to the company?
The reason why you hire people in the first place is to improve the efficiency and potential of the company.
In this case, you need to hire the people who do that. There are several ways to find out how many candidates will score to your company.
The first way is to go to their resume and search for keywords and experiences that are important to grow the business. For example, if you want to improve your customer conversion rates, you might want to find someone with a successful track record in sales and knowledge about customer acquisition.
Another way is to ask candidates during the application process to describe some of their expertise in relation to your company’s specific needs. For example, asking questions like “explain your understanding or your experience with SEO” can get you closer to know if the candidate is appropriate for that position.
Overall, employers must demonstrate the specific needs of the company in order to quickly see someone who has what it takes to meet those needs.
2. Check the History of an Inappropriate Behavior Pattern?
Background checks are a common tool during the recruitment process. And this is part of the process that should not be done entrepreneurs.
In addition to just completing a background check issued by a graduate employee, you should find out the employee’s history of more personal resources.
Be sure to take the time to call references and questions about things that are important to overworked bosses, such as how often they are late or how many times they do not raise their words when they say they will complete a task.
This subtle behavior can give some clues as to whether the employee may not be the best choice depending on the environment and job demands.
3. Do Some Dig on how well they work with others and independently?
If you have a highly focused work environment on collaborative work, you might want to hire someone who is actually easy to work with.
The one thing that makes the job more horrible than what to do is toxic people at work and vice versa.
If you are not a micromanage person and you know employees should be motivated and independent then hiring someone who needs handrails throughout the day may not be in your best interest.
It might even be a good idea to include personality tests for work into the screening process to better understand the motives and habits of the candidate.
4. Screen for Addictive Substance Usage / Abuse
There is no perfect human being and, as a boss, you do not want to judge the life experiences of others. But hiring people with self-destructive behavior can destroy your company.
Do your best to find risky candidates who can spend more than they earn.
If you are a smaller beginner and can not afford expensive drug tests in expensive clinics, consider using a safe and proven home test such as a 9th panel drug test for playback.
5. Test Those Necessary Skills for Position
If a candidate claims that they have certain skills then they should be able to prove it, right?
One of the biggest fears for hiring people is to bring someone who claims to have a certain level in a particular skill and know that it is a lie.
During the interview process, there is no harm in giving them a small test of what they should do while doing the work to ensure their level of understanding. For example, if someone says that they can type at a certain speed and that is an important part of the job, you can test their speed during a typing test of 60 seconds to ensure the accuracy of k