Your business should consist of a number of systems that create predictable and consistent results. Hiring is no different. A system in your hiring process will take any guesswork out of the hiring process, and help you find the right person for the job.
Some business owners tell me that they don't need a system for recruiting new workers. What if there is a disaster or something beyond your control, and you suddenly have to hire 20 people? What if you become ill and someone else has to take over the job of hiring? How can you be sure that they will find the right person? Having a hiring process will make sure that your will find that special person for your business.
It is never too late to create the correct systems, even if you aren't looking for new employees right now. If you have systems in place, you will be prepared when the time comes that you need to look for someone. Then you won't have the added stress of creating a system on a deadline.
When you create your system, keep in mind the following mistakes, and build your process t avoid them:
1. Make sure you actually need a new employee. Often a business owner thinks he or she needs someone for a task, when they just need a new system that can be shared by other employees.
2. Hiring a person on the spot because they “just feel right”. This means you are recruiting from an emotional perspective. Your instinct can sometimes serve you, but hiring is not one of them. You need to be objective for this one.
3. Selling your company to the recruit. Your recruit should have done his or her homework, and should know about your company by the time they come for the interview. You don't need to sell your company. You need to make sure you hire the right person for the job.
4. Hire only based on what you see in the CV and in the cover letter, in other words, hiring on skill only. You need to look at the person's attitude and behaviour as well. It is a well-known fact that people get hired on skill and fired on behaviour. It therefore makes sense to test the behaviour of a new recruit before you hire them.
5. Not having a system in place with the right resources for the hiring process.
From United States, Cambridge
8Some business owners tell me that they don't need a system for recruiting new workers. What if there is a disaster or something beyond your control, and you suddenly have to hire 20 people? What if you become ill and someone else has to take over the job of hiring? How can you be sure that they will find the right person? Having a hiring process will make sure that your will find that special person for your business.
It is never too late to create the correct systems, even if you aren't looking for new employees right now. If you have systems in place, you will be prepared when the time comes that you need to look for someone. Then you won't have the added stress of creating a system on a deadline.
When you create your system, keep in mind the following mistakes, and build your process t avoid them:
1. Make sure you actually need a new employee. Often a business owner thinks he or she needs someone for a task, when they just need a new system that can be shared by other employees.
2. Hiring a person on the spot because they “just feel right”. This means you are recruiting from an emotional perspective. Your instinct can sometimes serve you, but hiring is not one of them. You need to be objective for this one.
3. Selling your company to the recruit. Your recruit should have done his or her homework, and should know about your company by the time they come for the interview. You don't need to sell your company. You need to make sure you hire the right person for the job.
4. Hire only based on what you see in the CV and in the cover letter, in other words, hiring on skill only. You need to look at the person's attitude and behaviour as well. It is a well-known fact that people get hired on skill and fired on behaviour. It therefore makes sense to test the behaviour of a new recruit before you hire them.
5. Not having a system in place with the right resources for the hiring process.
From United States, Cambridge
Hi Nitesh, This is an interesting insight - thanks for sharing the same. May be some of the members could share their experience related to these points. Regards, Neeraj K. Singh
From India, Mumbai
From India, Mumbai
Hi Nitesh,
You have mentioned "test the behaviour of a new recruit before you hire them".It would be nice if you could elaborate on the same.I campletely agree with the point that people get hired on skill and fired on behaviour but do you think we could cent percent judge the behavior of a candidates in several levels of interview as people tend to exhibit their best at interview.I do agree that analysing the body language etc helps but what else .........?
I am working for a BPO Company were candidates who are selected join sometimes at intervals of 20-30 days after selection.Hence i need to market the benefits of the company to retain them and ensure they join as we definetely have threat from competitors...what do you say about this?
From India, Madras
You have mentioned "test the behaviour of a new recruit before you hire them".It would be nice if you could elaborate on the same.I campletely agree with the point that people get hired on skill and fired on behaviour but do you think we could cent percent judge the behavior of a candidates in several levels of interview as people tend to exhibit their best at interview.I do agree that analysing the body language etc helps but what else .........?
I am working for a BPO Company were candidates who are selected join sometimes at intervals of 20-30 days after selection.Hence i need to market the benefits of the company to retain them and ensure they join as we definetely have threat from competitors...what do you say about this?
From India, Madras
in that case, you have to develop some strategy (like other perks, extra curricular activities, personality development etc.) to retain them
From United States, Cambridge
From United States, Cambridge
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