The old adage that “people are an organisation’s most valuable asset” isn’t just something that human resources departments claim to make employees feel good. When you have the right team in place working towards a common goal, you will find that morale, productivity and ultimately profitability are improved. Read on to find out how you can make sure you’re putting the right person in the right role for them (and for you).
1. Know what your business needs
One of the biggest mistakes employers make is simply advertising a position exactly as it has always been when somebody vacates a role. Make sure that you take the time to evaluate and restructure your existing workforce if necessary before you look for somebody new; the aim is not to reduce the number of staff you hire, it’s about making sure they’re all working in a position that suits their strengths and your organisation’s workload. Then if you need to fill a gap in your workforce, you’ll know exactly what skills and strengths the new role will require.
2. Ask probing questions in reference checks
No jobseeker will list a referee they think will give them a bad reference, so make sure your questions go beyond verifying that they worked at the particular company in the capacity they claimed and whether the person you’re speaking to would recommend them. Open questions such as “What would you say Jane’s weaknesses are?” are better than “Does Jane have any weaknesses?”, where the person could easily just respond with a simple “no”.
3. Use psychology to better understand your candidates
Psychometric testing offers you an additional layer of screening to the traditional interview and reference checking processes. Asking your shortlisted candidates to undergo psychometric assessment as part of the selection process ensures that you have a full, 360-degree understanding of how that particular person will perform in the role, interact with their peers and cope with the demands of the role. To find out more consult an expert recruitment agency such as Chandler Macleod.
4. Utilise a temporary workforce if you need to
Don’t rush filling a vacancy: the average position takes 30 to 60 days to fill, potentially longer for more senior or specialised roles. Working with a reputable labour hire or temporary placement agency to get you the manpower you need in the interim will ensure that the work gets done while you can dedicate the necessary time to finding the best person to fill the vacancy.
5. Don’t wait until you have a vacancy to look for talent
Is your business’ marketing and communications team working with the HR department to help you become known as a local employer of choice? Do you actively take resumes and build relationships with potential candidates, even when you’re not actively hiring for a role? Does your network know the type of person you want to have working in your organisation so that they can help you headhunt a potential shortlist?
No matter how essential a role is to your organisation’s operation, it is important to take the time to find the right person who will perform well in the role and work well within your business’ culture.
