How to Get the Right People Into Your Team

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When it comes to work, goodbyes can be painful and costly. It takes money to hire and train new staff, on top of the hours of productivity lost covering for people who leave. This is especially concerning since US labor separation rates rose to 57.3% in 2020. Plenty of companies were forced to sacrifice time, money, and other resources to fill in the gaps by recruiting and training new employees.


Given how detrimental the added costs and barriers to productivity a high turnover rate can be, recruiting employees is not a process you want to rush. To make more competent hires, you need to ensure the right human resources manager is in place. HR managers are one of the most in-demand careers in business administration, and are trained to understand the recruitment needs of a company, which entails interviewing, selecting, and onboarding hires. Your HR rep can gauge whether or not a candidate is right for the job and the culture of the company. Plus, an effective hiring manager can also oversee these crucial steps to attract and hire the right people for your team.


Identify Your Company’s Ideal Candidate


Before you start your search, you have to know exactly what it is you’re looking for. What position do you need to fill? What qualifications are crucial for the role? These are some of the questions you need to ask before hiring, which you must communicate clearly to applicants.


Of course, you need to look for candidates who possess a specific kind of training and expertise that are necessary for the job position. Make a list of those non-negotiable skills, certifications, and other standards to narrow your search. For example, software developers need to be proficient in programming — maybe even in a specific language — while accountants have to be adept in financial analysis. But don’t forget the value of soft skills too, such as communication and interpersonal skills. These will come in handy especially with the new normal in the workforce, which is driven by remote work and collaboration. Identify certain values and characteristics that are essential to your company’s culture too, such as accountability and honesty. These let you know whether someone is the right fit or not.


Find the Best Channels for Recruitment


Start your candidate search by posting an opening on the company website. It will serve as an official announcement for your recruitment, which also allows prospective employees to learn more about your company.


But don’t limit your search there. Expand your reach by posting on professional platforms, like LinkedIn. Don’t discount social media, however, especially if you want to hire someone from a certain demographic. For instance, you might find promising, tech-savvy, and young employees on social media websites like Instagram or Twitter. In fact, a lot of recruiters leverage social media platforms to evaluate potential employees based on their social media profiles. Some recruiters prefer LinkedIn because it contains relevant information about the candidates’ qualifications and personal experience. On the other hand, Facebook and other social media apps give you a preview of their interests and values.


Ask the Right Questions in the Interview


If you’re a small operation with no fancy positions like HR managers, you might have to do the hiring yourself. Be prepared to interview candidates with the right questions that will allow you to look beyond the resume. They might not have a lot of experience but you should be able to tell if they’re willing to learn and have a positive working attitude, which are assets for any business.


Most candidates come prepared for standard interview questions. While those general questions are essential, you can also include challenging and creative questions to assess how they think and behave under pressure. Top companies commonly ask unusual interview questions to test their candidates’ creativity and problem-solving skills. For example, Apple asked candidates how they would benefit from scissors if they deliver pizza for a living, while Google asked why manhole covers are round. On top of pertinent interview questions, don’t be afraid to go through a more creative round of questioning. At the very least, it can show if a person has humor and knows how to play along with the team.


Offer Attractive Work Benefits


On top of offering a competitive package, you can attract top talent with practical work benefits. One of our articles pointed out that 48% of individuals weigh company benefits and perks in their search for their next job. Workplace perks could just be what sets you apart in their search.


Medical insurance is one of the most sought after benefits, and this has become increasingly important since the COVID-19 pandemic. You can also make work more exciting by offering free coffee or lunch in your office. Finally, try to offer flexible working hours and work from home options for your prospective employees.


The recruitment process may take a lot of effort, but the rigorous steps will lead your company towards the best candidates for the role. Let the HR department employ a process that will direct you to the most qualified candidates, then seal the deal by attracting them with a fair compensation and benefits package.


Exclusively written for by Jinky Brecker

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