The Recruiting Process

The Recruiting Process
May 4th, 2019 0 Comments

Looking for new employees? Armed with this knowledge of values and roadmaps, you’re ready for success.

Recruiting means seeking out, networking, and finding the strongest people for the positions you need to fill. Especially if your business is new or you’re looking to fill several positions as a reimagining of your company, the key phrase here is the strongest people.

It is much easier to find the right roles for somebody you want operating within your business than it might be to find the right person for your company. Take steps then to find the right person first, and the right role for them will make itself clear. If they have translatable skills, you’ll be able to find the right way for them to contribute drastically to your company.

Explore Avenues at Hand

When recruiting, explore all the avenues you have access to. LinkedIn is a great resource, as well as acquaintances who are able to connect you to others.

Current employees, especially the ones you especially admire, can put you in the right direction. Let people know you’re looking for employees.

Some people are especially talented at connecting likeminded individuals. If you know somebody like that, fill them in.

Also be alert in your day-to-day. Pay attention to people you meet. Sometimes you will find the right person in a supermarket or on an airplane, or you might make an important connection that helps you find employees through networking.

If you’ve met hard-working creative thinkers in your life, reach out to them. Even if they’re not looking for a job, they might know people of a similar mind who are.

Make a Habit of Searching, Even If You’re Not Looking

You can develop certain habits that will make this an ongoing process, even when you’re not hiring for your company. Recruiting is always a good idea, and part of that process is just letting people know that your business exists.

If you have a company you’ve worked hard to establish, and you’ve created a company culture that employees want to work in, don’t be afraid to talk about it and share your excitement. If they’re happy with their work, you’re employees will likely be doing the same thing.

Then once you’re expanding, you might know productive, creative people who already expressed interest in being a part of what you do.

But before you’re looking, you already have the chance to reach out to people you’d be happy to have work for you, provided the right space and resources in your company. Create that network around you.

The Hiring Process

Like other aspects of your business, the hiring process also requires a system. Keep that in mind as you’re building your business. Without a system, when you’re in a bind and suddenly find a position you badly need to fill, you are much more likely to fill it with the wrong kind of employee.

That will create much more headache for you later on than what you would’ve felt had you been more prepared. Create a system that takes into account your company’s vision and values, and gives you easy access to information you’re going to need when looking for a new employee.

Anything to make the process easier so that you can spend your energy finding the right employee.

Vision and Values

Your values and vision are important. If you want to find the right employee, take time to consider these aspects of your company and note them. Then you can find out where your potential, future employees fit into that image and what kinds of employees your company wants and needs.

Recognizing your vision for the company empowers you to make the right decisions at the most crucial moments. With it, you can come up with how the personal ambitions of the people within your company will align with the company’s ambitions. You’re imagining a type of person with dreams, skills and values, instead of a list of tasks your company needs from them.

The Interview – Final Tips

Arming yourself with this knowledge will help you begin to see strong candidates show up for interviews with your company. But you still haven’t discovered those perfect candidates, and the interview process is a critical final step. A few things to keep in mind when you’re interviewing candidates:

  • Use the buddy system: Interview with a colleague, so that you have more input and are less like to miss red flags. It can become difficult to stay alert to everything if you’re the only one conducting an interview.
  • Align your interviewing process with your company culture. Set a similar tone and create a similar environment to what your candidates will be working in, to see how they respond.
  • Test your candidates during the interview on skills necessary to perform the jobs you envision for them in your company. Even if that involves watching them learn a new skill or your company’s systems, you’ll get to see how their brain works.

With these steps in mind and continued practice consciously incorporating company culture and vision into every aspect of your business, your management processes will become much easier. You will see the systems in action that you’ve incorporated begin to help you immensely in day-to-day tasks, leaving more time for creative thinking and successful implementation of new ideas.

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