Recently, recruitment has become particularly relevant. For some, this may come as a surprise. Indeed, outside the window of the crisis and many companies are on the verge of survival. Where to think about expanding the staff or updating your team. But in fact, hiring staff is best done in a difficult period. Yes, yes, exactly when the crisis comes, many talented specialists appear on the labor market. This is because part of the companies cannot cope with difficulties and goes bankrupt, and part of them panics and cuts staff, thereby making someone a good present for the upcoming New Year.
Factories need machine tools, and the business needs qualified personnel. It is people who are the most valuable asset. The Japanese have long understood this and this is one of the reasons why the economy of this country occupies such a high place. It will be fair for any company to say that hiring staff is the key to success.
The main indicator in the field of personnel management has always been and remains KPI - the amount of profit that falls on one employee of the company. Everything else is secondary. It is worth comparing this indicator of your company with competitors and it will immediately become clear where the personnel management is arranged more efficiently. Sometimes this difference is quite significant.
So, how to find those applicants who will soon become the best employees in the labor market ?
First you need to find as many potential candidates as possible so that there are no problems with the choice. Here are the main sources of recruitment:
- media ads;
- attraction of those candidates who themselves post their resume;
- search among friends, acquaintances, relatives;
- “Head-hunting”;
- recruitment agencies.
Each method is good in its own way, but perhaps the most effective of them is the publication of vacancies and selection among potential candidates.
The first step from which to start hiring staff is a clear understanding of what kind of person you need. It is necessary to describe in detail all the requirements for the position and functional responsibilities. Then come up with an attractive ad that compares favorably with other firms looking to find employees. In this case, you should not spare time, you should cover as many media as possible. This, of course, will bring certain costs, but poor employees are much worse.
At the next stage, a resume is collected, and after they are typed enough, they begin to make a preliminary selection. After that, it will be nice to organize a competition for the remaining applicants. Many firms do not do this and prefer to simply conduct an interview, after which they decide on a candidate for the position. In this case, it is easy to make a mistake. After all, a person can think anything of himself and be able to convince others of this. But can he solve the tasks assigned to him? Just a competition or a business game will help test this in practice.
Evaluation of the results of the competition should depend on the future leader of the employee, HR specialist, and other managers, that is, the commission. This will make the assessment objective, and your company more representative in the eyes of the applicant.
After the choice is made, the employee is told about the motivation system, the conditions of the probationary period, and future responsibilities. When it comes to salary, it’s worth remembering one interesting axiom: as a rule, the one who first determines the level of payment always loses. Therefore, at first they try to find out the candidate’s expectations either in the questionnaire or during a conversation.
The last stage, which ends with the hiring of personnel, is the adaptation and completion of the probationary period. It is important to make this process as smooth as possible. It will be a shame to part with the employee whom you have been looking for so long.
A beginner should be trained and well, if he has a mentor. The results of his work should be constantly monitored and, if necessary, help correct errors.