Biz Tips: 3 Steps to Hiring the Correct People for the Job

Biz Tips: 3 Steps to Hiring the Correct People for the Job

Biz Tip:

3 Steps to Hiring the Correct People for the Job

Do you feel like your company is a revolving door of employees? Is it difficult to retain top talent, and you constantly spend your time recruiting new candidates? If that is the case, you need to refresh your skills in hiring the correct people for the job from the get-go.

The truth is, a high employee turnover is bad for the morale of the remaining employees, the overall corporate culture and the productivity of your team. When employees are constantly leaving, and new members are joining the team, the rest of the staff has to pick up the slack, leaving them stressed out and overtired.

Plus, employee turnover is expensive for the business. A source estimates that it could take up to 6 to 9 months of a staff member’s salary to transition between employees. That means if an employee who’s making $50,000 annually does not work out for any reason, you can spend anywhere between $25,000 to $37,500 during the transition. If you want to avoid this, follow the steps below to hire the correct people for the job and improve employee loyalty.

1. Create a Detailed Job Description

Most positions nowadays are complex, and with the hectic pace of working life, individuals are often tasked with responsibilities outside of their direct roles. As such, it is imperative to create a detailed job description that truly captures the essence of the position.

Take the time to really analyze the person’s working day, what they need to do, how they should do it, and how much percentage of time they are expected to spend on each task. Think about what success in this position looks like, and reiterate that in the job description.

The more detailed you are from the get go, the more candidates it will eliminate, saving you time during the recruitment process when interviewing individuals.

2. Implement Skill Tests

You can find an applicant with an outstanding resume who says the right things during the interview process, but can you verify that they are as competent as they say they are? Yes, you can! That is easily doable by implementing skill tests prior to making a hiring decision.

Utilizing skill assessments will take out the bias and uncertainty from the screening process. Tests take out any inherent biases and provide a transparent strategy to choose the best candidate for the job. You will be able to see for yourself each candidate’s strengths and weaknesses and make an educated decision during the interview process.

3. Involve the Team in the Recruitment Process

Employees spend most of their day at the office, and personalities often clash, which causes a poor working environment. When there is unresolved conflict, tension and unhealthy competition, that is a major reason why your employees may not be lasting long in their positions.

In order to see if a potential candidate would make a good fit within your existing team, involve them in the recruitment process. When your search is narrowed down to the top few candidates, give each person some time to spend with your employees. Encourage them to talk and ask tough questions; they may find an issue that you have overlooked!

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