Negosentro.com | Employees are considered the lifeblood of any company. The success of your business relies on the hands of qualified, experienced, and reliable employees. That’s why choosing the right people to handle the crucial aspects of your business should be well thought. However, finding the perfect employees is not always easy.
Below are helpful staff recruitment tips to help you find the right employees so you can achieve your business goals.
Conduct a Strict Background Check
If you want to hire the best people in your company, you have to conduct a strict background check. Everything should be backed up with proof, and every detail on a candidate’s resume should be scrutinized. With all the online resume-building tools and tutorials available today, job applicants can easily write a well-crafted Curriculum Vitae or resume, and some employers are easily enticed with them.
You don’t want to leave anything to chance, especially since you only want to hire credible and qualified people for your company. In that way, you can easily manage them, and the training and learning process is smoother – without so much stress and hassle.
Here are some helpful tips when conducting a background check:
- A standard background check should include checking a candidate’s education, work history, credit history, medical history, criminal record, driving record, drug screening, motor vehicle and license record checks, and even the use of social media.
- You might consider implementing an employee probity check, which includes the same structure as a standard background check with the addition of a detailed credit check, usually performed by a third-party.
It involves an understanding of the financial background and situation that a job candidate has, most especially if the job would entail handling finances or cash transactions, like payroll, bookkeeping, and accounting.
Set Proper Expectations
Employer and employee conflicts usually arise from unexpected tasks, remuneration, or policies. That’s why you have to clearly outline the things you expect from an employee for the vacant pose you want to fill in.
You might think that the recruitment stage is too early to present these things, but it’s actually the best time to do it. This way, you won’t end up firing newly hired employees within their first three months.
Check out these tips when setting a job applicant’s proper expectations:
- Communicate What the Job Demands: On the initial interview, recruiters usually ask job candidates about their job expectations. Now, you can set realistic expectations before asking interview questions and a more comprehensive explanation before you make a final decision.
Once you’ve narrowed down your choices into a certain number of candidates, clearly explain the job description, including the day-to-day tasks and responsibilities of the position that the applicants want to take.
- Conduct a Situational Analysis Tests: You can perform some situational judgment tests during the pre-hiring stage or asking a series of questions that a job candidate will likely experience or encounter on an everyday basis in the role they’re trying to pursue.
By doing so, an applicant who doesn’t like what they see or hear in the pre-hiring stage won’t continue with their application, whereas a willing candidate will still push through, and is more likely to match the job.
- Be Transparent with Your Company Culture: Many new hires tend to have unrealistic expectations about a company when they were outside, and so they leave early because of unmet expectations. That’s why it’s important to define your company culture as honestly and straightforwardly as possible.
On the other hand, you also need to work on how people outside your company perceive your culture. For instance, results-driven company culture should show on the results of your company’s consistent performance, such as top sales on monthly and annual reports, awards, and achievements received. In that way, you and your employees will all benefit from such action.
Ask the Right Questions
Most job applicants are a hundred percent prepared for the interview proper. They’ve run several practice questions on their own and even have some scripted answers ready. Of course, these things are already expected.
So, how do you prepare as a recruiter or employer? What are the right questions you need to ask to find the perfect applicant for the job?
Here are some tips and tricks when asking interview questions:
- Ask Open-ended Questions: These questions are not answerable by “yes” or “no.” The job applicant can freely express himself, and you’ll be able to assess if the answer is scripted or not.
- Ask Out-of-the-blue Questions: Usually, job candidates already anticipate job-related questions. So, you might want to break up the barrier by asking a few totally out-of-the-blue questions, which are not at all related to the job post, like a health topic if you’re in car sales.
This way, you’ll be able to gauge an applicant’s communication and problem-solving skills. A good applicant will find a way to relate such odd topics to the job or business niche you belong to.
Note: Don’t miss the important part. Your recruitment team should always have an answer key to interview questions, so they don’t merely rely on hiring new employees based on their gut feeling.
By conducting a strict background check, setting proper expectations, and asking the right questions to job applicants, you’ll be able to choose the best person to fill in the post.
Of course, all your efforts will be paid off by hiring a qualified, determined, and passionate employee who can adapt to your company culture well and one who completely understands what the job entails.