About To Recruit Your First Team? These 5 Steps Might Help- Valutrics
The first and most important step that determines the performance and output of your business is the recruitment of the right people.
Every business team is a mix of individuals with different skill sets and personalities. When you recruit, the new hire has to blend well with your existing company culture and team.
If the new hire can adapt to his role naturally and fits well into the overall business dynamics, his performance will automatically soar. No one will have to push him to perform in that case.
He will enjoy what he is doing while meeting your performance goals. However, for all of this to happen, your recruiting has to be right. Here are a few thoughts on making hiring more efficient:
1. Write a clear, concise job description say what you can offer
For you to find the right candidates for the vacancies in your organization, it is critical to write a clear and descriptive job profile. If there are any specific skills you need the candidate to have, please mention the same.
For highly qualified candidates to be interested in your company, you have to show them what you can offer. While salary is one aspect of the proposal, factors like opportunities to work with a talented team or to solve a pressing societal/ environmental issue can make a world of difference.
2. Look for personality traits and soft skills
It’s easy to make out the technical qualifications and educational background of a person by reading his/ her CV or social media profile. What is not easy is to interpret a person’s interpersonal, communication and teamwork skills.
The new hire has to be able to work with you and other members of your team. He/ she has to be able to interact gracefully with customers. The person should be internally motivated and passionate to perform as skills can be taught, but an individual’s personality cannot be altered.
3. Check for fit to the job and company culture
Once you have assessed the shortlisted candidates for their soft skills, the next step is to check how fit they are for the task at hand. Check the candidate’s previous work experience.
Ask them for challenging situations in which they have been able to perform in the past. This will give you an idea of their ability to deliver. As far as a match to the company culture is concerned, ask some subjective or open-ended questions in your interview. These will give you an idea of things beyond the normal.
4. Do a short-term contract or freelance project
No amount of references or previous work experience can come close to an actual trial of work with the candidate. For this, you could first enter into a short-term contract of employment and then move to adding the person to your payroll.
Another option is to engage the potential new hire in a freelance project. By doing so, your team will get a first-hand chance to work with the candidate. Once you are sure of the teamwork and performance dynamics, you can make the candidate permanent.
5. Do on-boarding
Once the hiring is done, the onboarding of the new employee is equally important. This will help the employee not to feel alienated and lost in a new environment. It will help him to settle into a smooth performance routine.
Finally, remember that recruitment is a two-way street like any other alliance. If the employer and employee are both convinced about the match, few things can go wrong on the output front.