Many managers and business owners loudly proclaim that "people make the difference". Yet only a small percentage of these managers actually invest enough time and resources into their business' recruitment strategies to ensure that the people they hire are the best for the job.
While a comprehensive recruitment program is too complex to discuss in great detail here, there are several important components that form the foundation of any solid program:
1. Advertising: Unless you know the perfect person for a job with your company, chances are you will have to advertise a position that needs to be filled. Depending on the size of your operation, there are many methods available to communicate your personnel needs. For most small-to-medium enterprises, industry-related websites or employment papers may be the best alternatives, while larger firms will be able to publish job postings in larger industry publications or target specific internal and external candidates.
No matter the medium, your advertisement must include a thorough job description, including a clear list of qualifications and job duties. Without well-defined job requirements, you may leave your company vulnerable to legal action if an unsuccessful applicant feels discriminated against on unconstitutional grounds; therefore, it may be in your best interests to consult a professional to evaluate your advertisement before it is published. Keep in mind that while loading the page with micro-sized font may help you list all the details of the job, few candidates are attracted by fine print. A graphic designer can help make sure that your advertisement is not only informative, but attractive too.
2. Thorough Screening: Ideally, your advertisement has attracted a bevy of qualified candidates, and you will have narrowed the field (through basic screening techniques like application forms) down to a handful of promising candidates. All of their references have offered equally strong recommendations, so it's time to meet each one face-to-face. At this stage, the employment interview is your most powerful tool for selecting the best candidate for the job. For most small businesses, the owner is solely responsible for hiring; however, you should try to involve at least one other person in your interview process to gain a valuable second perspective. During the interviews, remember that your main goal is to get information about the candidates, their experiences and qualifications for the job. Therefore, let the candidates do the talking while you listen and observe. If the job requires specific technical skill sets, you can supplement the interview process with tests that measure the candidates' aptitude.
3. Effective Evaluation: Review the applicants immediately after the employment interview, and compare your notes with the other interviewer(s). The two most important criteria you must evaluate the candidates on are: skill sets and character. For most jobs, a core set of skills are necessary to perform well, and your best candidate should possess as many of these skills as possible, if not more. At the same time, the person must fit your company's goals and culture; their character must also match the traits that you are looking for. For example, if you are looking for a new sales manager, not only must the ideal candidate know all the technical aspects of selling, he or she must also possess great social skills and enjoy meeting new people. Depending on the job requirements, there are other areas on which candidates can be evaluated, but at the core of any evaluation, you must carefully evaluate the person's skill sets and character to ensure the best fit for your business.
4. Hiring: After you have identified the best candidate for the job, make the person a job offer, and allow a reasonable period of time for a decision to be made. Once the candidate has accepted your offer, send a letter confirming the agreement. Your letter should include the starting date, the salary, description of benefits, and any other conditions that apply to the position.
5. After Hiring: Once a position has been filled, most employers view the hiring process as being completed. However, it is important for any business owner to be prepared for the possibility that-despite carefully following all the recruitment steps outlined above-the person hired for the job may not have been the best choice after all. Consult a professional when creating your employment contract, ensure that all employees participate in a thorough orientation program, and be sure to include a "probation period". At the end of the probation period, conduct a performance review with the employee immediately to determine whether he or she should remain with the company on a permanent basis.
Although an effective recruitment program is only one part of a complete personnel management system, by implementing the steps outlined above, you can help your company take a major step in the right direction by hiring the best people for your business.
