What You Need To Consider Before Recruiting Staffs To Your Company

Often times employers are faced with cumbersome tasks and just need a team who can assist and that part looks easy but it’s actually the hardest and most slimy journey when climbing up a hill. Getting the advert placement, setting up appointments and interviews, and the process of reviewing credentials and doing the background check, the thin slicing to know who fits and who doesn’t is a hard task plus the Hobson’s choice of who stays and who leaves, it’s hectic.

This is because this little arrangement will shape the future of the company you are trying to build. Recruit the right employees and business goes fine, employ the bad eggs and the whole firm comes crumbling down to dust.

Most employers make the mistake of employing anybody who looks competent for a particular task or position without considering twice and only gets wind up regretting their actions. To choose the right persons for the job task, here are a few things to consider:

1. Define Your Company

What’s your firm about?

What services does it render? Knowing this will help you know which position needs hiring who will be right for the task.

Is it a fashion house, a TV house, a clubhouse, a beauty salon, just what is it?

Knowing what you are as a company, as a firm could help you decide on whom to recruit, it’s better this way so you don’t end up recruiting just anyone.

2. Company’s Need

At the moment, what does your company want? As a school owner, what does your school need? Teachers, guards, daycare givers? Or if you own a clinic or pharmacy defining what position needs to be filled in will help you understand who to recruit. Know your company’s needs, the needs you must solve immediately and the ones that can halt for a while longer without jeopardizing what you were trying to build.

3. Job Description

You need to know the job each person is coming to do, the role they’re coming to play, the puzzle each recruit will have to solve to know the person who’ll be great for the job. Different assignments are for different people, most employers think “I can just give this job to anybody interested” without even knowing the kind of job they’ll be handing out. For instance, if it’s a Point of Sale (POS) business, and you know the risk involved you should know the type of person who will be good for the job or you own a club and need bodyguards, an average guy can’t do the job.

4. Qualification

Everyone out there needs a job but you should only recruit the most qualified of them all. Cancel out the notion of employing someone out of pity what if he isn’t competent for the job? If he blows it up in the first day of resumption, that’ll be a hard cane you know.

Consider the qualifications you need for the job, by qualification, not all who present a credential are qualified for the job so take your time don’t jump to hasty conclusions because you have a candidate with a huge résumé, take your time.

5. Experience

Most small businesses do not require experience since the business is just springing up but sometimes it’s necessary. A company that has lots of experienced handymen find it easy to work on a task before the deadline and that could be one red tape with newbies. Newbies work with fresh enthusiasm, experienced people work with some level of technicality and wisdom maybe getting the two set of people to work together wouldn’t be a bad idea after all.

6. Company Culture

After setting up the appointment, you should be able to know who and who will fit but not exclude your company’s culture. Do the new people you want to recruit do they fit in with your company’s way of doing things? Do they share your goals? A bad mistake you mustn’t make is choosing candidates who don’t share your dreams, your values, and motives but first, you should let them know.

7. Attitude

Problems spring out of here in the long run especially if you didn’t look into their behavior during the interview session. I know thin-slicing can be hard but as an employer, you should possess some psychological ability to understand people a few minutes after meeting them. Most employees may seem ready to work but only express their lackadaisical behaviour in the future so just have in mind you should consider each candidates behaviour before accepting them.

A candidate who shows up late at an interview may likely qualify for the job if you find him competent but how will you handle his habitual late coming? A candidate who starts a fight on the first day of work or during the interview session will be a hard nut to crack despite if he qualifies for the job.

As an employer, the future of your company is not only in your hands or in the decisions you will make but equally in the level of manpower and team you will possess.