How to get the right people working for you

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Dina-Mari Dodkins | HR expert | Best Fit Human Resources | mail me |


Fantastic news is that your business is booming and it’s now time to start expanding the team. With the unemployment rate in South-Africa being extremely high (27%), how hard can it be to find someone to fill the gap?

The answer: Extremely difficult! It’s not just about filling a seat, but bringing a candidate onboard with the right skills and experience and someone who will live your values and sees your business’ vision as if it’s their own.

Creating an employer brand

Let your company’s reputation do the work. Creating a brand that candidates want to be associated with will help attract sought after employees.

These days candidates move from one job to the other for more than just the remuneration package. They look at elements such as non-financial perks (yes, free lunch) and if the company’s purpose and mission are aligned with their own.

One way to promote your employer brand is through your company’s website. Create a ‘vacancies’ page where candidates can learn more about what it’s like working at the company and list the openings you have available.

Do not underestimate the power of social media. Use platforms such as Facebook, LinkedIn and Instagram to post about daily happenings at the office and build your professional network.

Using detailed job descriptions

When drafting the job description for the role list exactly what the role entails and what specific requirements are needed to be successful in the role. Steer away from vague sentences such as ‘other ad-hoc duties’.

When drafting adverts for this vacancy, be sure to make it sound inviting, but completely realistic. This way the candidate knows exactly how to prepare for the interview and what will be expected of him when starting at the company.

Identify the strengths needed in the role and be sure to look out for those in your interview.

Getting the most value out of interviewing

All managers have their go to questions such as ‘Tell me a bit about yourself/your work experience?’; ‘What is your 5-year plan?’.

These might work and give you some info on the candidate, but to truly dig deeper and learn more about their experiences and character, ask situational based questions that will keep the candidate on their toes and have them thinking.

You can confirm what is stated on the CV by asking for practical examples in the workplace.

‘How did you go about…?’; ‘Tell me about a time where you…?’; ‘What process did you follow to…?’

Remember to always ask candidates if they have any questions for the interviewing panel.  The questions a candidate ask tells you more about the candidate than you would think.

Test candidates for desirable skills and competencies

Testing is a fantastic way to draw objective conclusions about candidates. Testing can be done in various forms: Written, verbally and online and can range from measuring your personality (psychometric assessments) to your skills.

Most companies include a testing phase in their recruitment process and find it a very effective way to assess a candidate’s personality and competencies in the world of work. When creating these tests, ensure you know exactly what you want to test and what results you want to see and don’t want to see in the feedback report.

There are companies who’s focus are conducting psychometric assessments with your candidates. They will send back detailed feedback reports and recommendations on which you can base your decisions. Managers new to recruiting find these tools very valuable.

Ensuring the candidate fits into your company culture

Lastly, you want to make sure the newbie will fit into your culture and make a positive contribution to the work environment.

Appointing someone who easily fits into the culture makes it much easier to keep the employee motivated and retaining them within the company.

One way to check for culture fit is by doing reference checks with the candidate’s previous employers. By asking the right questions you can learn lots about their social skills.

Another way is by taking a peek at their social media pages. You may learn more about their interests, hobbies and how they like to spend their free time.

Recruitment and finding the perfect candidate to join your company is hard work. I hope these tips will help you on your journey to placing the right candidate for the role and your company.


 

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