People are inarguably the most valuable asset of any business. As Richard Branson famously puts it, “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”
Since people either drive business objectives forward or to the ground, it’s important to make sure that every single person joining your company is a right fit.
If you want the right people for the right job, here are a few recruitment pointers we’ve compiled over the years:
Outside Help
Outsourcing has become an integral part of business in the 21st century. Many companies, even large enterprises, choose to outsource tasks ranging from cleaning and maintenance to bookkeeping and marketing. This offers several benefits, most notably in cost-efficiency and productivity.
If you own or manage one of the many businesses out there that do not have the time or the resources to concentrate on recruitment, you can work with professional recruiters like Fortuna Business Management Consulting (Fortuna BMC).
We have networks of talents and industry professionals that we can pull from and help fill your post quickly and properly. We also have the resources and tools to screen for the best candidates.
Fortuna BMC, in particular, also offers the advantages of being a Service-Disabled Veteran-Owned Business. Your business will get access to tax incentives, straightforward contracts, and additional sources of revenue.
Now, whether you’re considering outsourcing or are set on doing your own recruitment, the rest of the article will still help.
Job Descriptions Matter
A well-constructed and detailed job description has two main benefits.
- Job descriptions give your candidates a comprehensive look at what they will be doing when they work for you. They inform their decision on whether they have what it takes to become valuable members of your team. Job descriptions help them evaluate their own skills alongside your company’s goals.
- Writing job descriptions also helps you reevaluate the needs of your business and what exactly this incoming person will contribute to fill those needs. It highlights your requirements and your preferences, providing you with fresh insights you may have not known about before.
Build the Process
Just because the candidate has the qualities your business needs on their resume, doesn’t necessarily mean they will be able to deliver. You need a comprehensive screening process that will give you the best chance of choosing the right applicant.
- Quantitative Metrics – Whether you are providing a written exam or conducting an interview, have a scorecard with clear numbers for easy comparison.
- Skills Application – Ask candidates to perform a few of the tasks that they would when they do get accepted.
- References – Aside from recommendations from old mentors and previous bosses, you may also do your own research about your candidates via social media platforms and other resources.
- Onboarding – Once you’ve chosen the best candidate based on your standards, you should not neglect the onboarding process. Create an excellent first impression and set the tone for the duration of their employment.
Culture Fitness
Culture-fit has become one of those corporate buzzwords that have surged in popularity in recent years – and for good reason.
Even if a candidate has all the right skills and experiences, if they are not a good fit for the team culture, neither the candidate nor the team can make the most of the partnership.
That’s why it’s incredibly important to assess the existing culture of your company. Your mission, vision, and values are a good start but try looking beyond those and really see how people interact with one another and with your business’s objectives. You will then be able to tell whether a candidate can fit in.
Conclusion
Getting the right person for the right job brings countless benefits to your business. Whether you take the time to recruit people or employ the help of professionals to do it for you, it’s worth understanding the pointers mentioned here.
