Hiring employees with the proper
combination of skills, mindset, and knowledge is crucial to your company’s
bottom line. A study by the Society for Human Resources
Management found a poor hire can cost up to 5 times that person’s
annual salary. A miss-hire impacts productivity goals, as well as the morale of
existing employees. This holds true whether you are seeking direct hires, or
seasonal and temporary workers.
Hiring well is a constant
challenge. Candidates with stellar resumes may turn out to be a poor cultural
fit, or might not have the depth of experience required for the role. Alternatively,
businesses may automatically pass over valuable candidates due to resume gaps
that are explainable. Read on to learn best practices for avoiding common
hiring pitfalls and attracting employees who match your company’s needs.
Understand the Position
The skills required of a
construction project manager differ from those required of a worksite welder.
And valuable work experience for a line chef is distinct from that of a
customer-facing food server. This may seem self-evident, but take time to identify
all of the skills needed for the role.
Study your top-performing employees
to better understand what qualities lead to success in the position. You may
find its technical training and certification, real-world experience, or
interpersonal skills. Finally, the required skill set should be known to
everyone involved in the hiring process to minimize the risk of costly
mis-hires.
Mindset Matters
In both high- and low-skill
positions, workers will inevitably face challenges from ramp-ups in production
or new training requirements, as well as from coworkers, managers, and
customers. You want employees with the maturity to handle difficult situations,
to ask for help when needed, and to take learning opportunities seriously,
whatever their age.
A thorough interview process should
provide insights into prospective employees’ outlook on past work experiences,
on their interpersonal skills, how they handle criticism and problems on the
work, and whether or not they adapt well to vary. If you're hiring for a retail
position, ask prospective hires if they’ve addressed irate customers and the
way they managed things. If it’s a manufacturing job, ask whether they were
trained to use new equipment and how they dealt with technical issues.
Looking for the
staffing Agency, visit the best temporary staffing company in India!
Establish an Onboarding Process
Create a clear onboarding process
if your organization doesn’t already have one. Many companies lose quality
employees in their first weeks because job expectations are unclear and new
hires don’t feel welcome or supported in their role. Make sure employees
understand the parameters of the job and know whom to turn to with questions.
They should also receive the proper
tools and training needed to do the job well from the start. Then check back
with these employees to ascertain how they're adjusting, thank them for his or
her work, and provide them constructive feedback, if needed. Whether your
employees are full-time or temporary, they will be more committed to their work
if they sense they are valued.
Manage Your Company’s Employer Brand
Your employer brand is that the
value your company offers to employees, as against the worth they provide you.
And it goes beyond competitive pay. Your employer brand is influenced by health
benefits, flexible schedules, opportunities for advancement and training,
workplace culture, and even how your organization gives back to the community.
You want people to possess positive
feelings once they consider the prospect of working for your company.
Prospective employees today do their research—gathering information from your
company website and social media sites, like Glassdoor and LinkedIn. Review
your company’s website and social media home pages to make sure they are
appealing, and monitor sites such as Glassdoor for negative reviews.
Every applicant and employee,
whether temporary or permanent, becomes a brand ambassador for your company.
They will share stories with family and friends about their job experiences
from the interview to onboarding through to the end of a temporary position.
Being clear about the position from
the start, creating a positive experience even for candidates you don’t hire,
and supporting those you do hire throughout their tenure, will all contribute
to building a strong workforce that helps your business thrive.
Try KVB Staffing Solutions for your staffing needs. Visit: http://kvb-group.com/web/tempstaffingservices/ or mail us at info@kvb-group.com
Comments
Post a Comment