Recruiting personnel for your small business can be daunting especially when there are several millions of candidates available for employment. You do not want to employ just anybody for your job. Do you? That is why all necessary care must be taken to ensure you employed the right candidate and have a good return on investment.
Oftentimes recruiters make the mistake of not making their recruitment process open and competitive; as such they leave out the best hands and settle for mediocre. But taking a thorough step to shop for employees helps to get the very best among the best.
Why recruit new employees?
Companies are bound to employ new employees (whether online or offline), as they grow and need to expand. There comes a time when just one or two persons would not be able to adequately cater to the needs of your business. New hands would be needed to attend to your teeming customers, man new offices, handle and operate new machinery, etc. At this time, recruiting workers becomes inevitable.
However, if you must sustain the new tempo of your expansion, quality hands are needed to take up the available responsibility and keep your business in contention. This is either done manually or using automated software such as the softgarden free recruiting software.
Using an automated software enables you post your job to your site’s job board, relevant sites, facebook page, etc; get the best candidates to apply, do a proper screening, track and keep proper appointment with all prospective employees.
Who should you employ?
Like I rightly mentioned from the outset, not all candidates who apply for a job are qualified to be recruited. There are a few things you must find out about your prospective employee before arriving at a final decision to or not to employ him/her. Some of the points that should help you in decision making include but are not limited to the following:
Does the candidate meet the qualification you are looking for? You may not be necessarily looking for a university graduate to hire. If you are looking for one with vocational skill, ensure the person being recruited meets the right qualification for the business. Experience really matters.
What kind of person is applying for the job? What has been his record on past jobs? Possibly, a check should be done on the past job to be sure your new candidate had a clean record, and was not sacked from his job.
How soon would the candidate be available for the job if hired? A candidate that is thousands of kilometers away and needs to arrange his travel documents might not be right for a position that requires to be filled in a matter of one week. A candidate that is shuffling between school and job might not have the full concentration for your small business if hired for the job. You need someone who would have enough time for your business.
Flexibility is important because a candidate might need to do more than the actual job he’s primarily employed to do, especially for a small business running on lean budget. One with extra skill and ability to adjust might be considered ahead of others.
Does the candidate have the ability to relate well with co-workers as well as with customers? You sure do not need a person who does not know how to work with fellow workers or put up a smile in the presence of a prospective customer.
Recruiting new employees for a small business demands that the best hands be brought on board, and certain qualities must be met by prospective candidates to ensure that the company gets a good return on investment.
Over to you now! What kinds of candidate did you employ for your small business? How were your new employees recruited? Did you end up getting what you think is the best candidate or you feel the person you employed wasn’t good enough? Please share your opinions with us.
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