Finding reliable and hardworking employees isn’t as easy as it seems. Whether you are a small business owner or a part of a human resources division, finding the right candidate to fill a position requires skill and endless hours of going through resumes. In most cases, the recruitment process doesn’t result in the ideal candidate you are looking for to fill the job position. You shouldn’t need to settle for less than what you are looking for in an employee. Fortunately, there are a number of useful tactics that you can incorporate into the recruitment process to secure the employee that you deserve.
According to About Money, the first step to securing the employee that you are looking for is to develop a checklist. Your checklist should include a few basic components such as developing a job specification, a job description, and a job analysis. Once you have those elements down, speak with individuals that will oversee the employee and make sure that you each agree upon the qualities that the employee should have. For example, you should discuss the level of education that the employee is expected to have, what types of personal characteristics that you are looking for, and if experience in a certain field is relevant to the position. Once those elements are determined, you can tweak the job specification and description accordingly.
Reviewing the Seven C’s
The greatest recruitment officers and employers follow a system. According to Forbes, the system is known as the seven C’s and it identifies seven very important characteristics that every employee should have. These characteristics are competence, capability, character, culture, compensation, commitment, and compatibility. For example, you want to choose an individual that fits into your corporate culture and that is compatible with the other employees in your office. Without these characteristics, you put yourself at risk of losing an employee early and creating tension in your office.
The Candidate Pool
Once you and managers have determined what type of individual you are looking for, the next step is to develop a candidate pool. For the best results, it is often ideal to extensively advertise the position. Advertising can done on the company’s website, through LinkedIn, and on job boards. To best facilitate a strong candidate pool, Ochre Recruitment suggests that if you are going to use a third party, it is ideal to ensure that the third party understands your company’s needs and what type of candidate the company is looking for. A recruitment firm that understands the basics will be able to ensure that only the best candidates are forwarded for an interview.
These days, you need more than the traditional interview to secure the right job candidate. While the traditional method should still be used, there are additional steps that can truly help you figure out which candidate is the best for the position. These methods include developing a test, requesting samples of past work, and creating a role-play simulation. After the interview, have each interviewer fill out a post-interview assessment so the hiring group can evaluate how the candidate performed according to individual expectations.
Finding the right job candidate is never easy. However, with the above recommendations, you can make your next search much easier. The above tips enable you ensure that you’re hiring the candidate that you and other managers in the company are looking for. Just don’t forget to follow the seven C’s and incorporate a detailed plan into the search. Keep yourself and everyone else informed of the process is a sure way to success.