An old proverb says that for a woodcutter to cut a tree, he must first sharpen the ax. Applying it to the corporate world, we can also say that, for a company to succeed, it needs to “sharpen the ax” — that is, to hire efficient employees.
However, finding and attracting professional talent is no easy task for small and medium-sized businesses. If that’s your case, how do you hire good employees? In this post, we have separated some tips to help you with this process. Follow and check!
1. Place Your Company in the Showcase
Institutions that design good visibility for the brand itself often attract excellent professionals, and an example of this is Google. Spreading to the four winds its internal policy, the corporation creates in the workers the desire to be contracted by it.
So try to follow that recipe. To do this, use social networks and disclose the backstage of your institution, share photos and videos of events, the company’s environment, or even small interviews with employees, showing how it is to work in the company.
2. Set the Desired Professional Profile
This step may seem very obvious, but it is still easily forgotten by recruiters. After all, how can you apply this suggestion in your selective process?
Review the following questions: What kind of professional am I looking for? What activity should it perform? How much experience in the job market should you have? What school level will be required? What qualities will be essential for a person to conquer this vacancy?
Also, some companies have implemented, through software, intelligent recruitment, and selection system. Thus, they manage to cross information about several candidates and receive an indication of the professional sought.
3. Plan the Selection Process
Make thorough planning of how the selection process will be carried out because the lack of this elaboration affects both the reputation of the company and the candidates and makes it more difficult to hire appropriate employees.
For this, there are numerous selection and recruitment methods: Interviews, written tests, group dynamics, etc. And, at the time of choosing one of these forms of recruitment, consider whether the chosen method complies with the goal of hiring.
For example, would written tests help the recruiter choose a good programmer for his institution? Wouldn’t it be better to have a practical assessment that will test the knowledge of this professional?
Also, think about what you want to extract from your candidate. Maybe you want a professional who has enthusiasm, for example. In this case, a group dynamic can help you identify this ability among the evaluated.
4. Use Social Networks to Hire Employees
Can social media help in the process of hiring workers? The answer is simple: yes, and a lot. Think, for example, on LinkedIn, which enables you to do a thorough search for professionals.
In the user profile are academic information, professional experiences, personal and linguistic skills, recommendations of companies in which the professional work, etc.
Now, do you want to know more about a candidate’s personal life? Facebook and Twitter can help. In these media, people reveal a lot about their lifestyle, their type of personality, the subjects they are interested in, and even how they interact with others.
So, take advantage of this open window to better understand the pros and know if they are the type of person you want to enter into your company’s environment.
5. Realize Whether the Applicant Values Teamwork
For sure, in the process of hiring employees, you will find excellent resumes, but they should not obscure an essential attribute for a professional: the ability to work as a team.
So if you have to choose, prefer a candidate with fewer professional qualifications to an individual with many graduations, but that does not relate well with others.
After all, changing a difficult personality is more laborious than encouraging someone to qualify better. Also, a worker who owns this attribute will contribute to a pleasant climate within the organization and stimulate the productivity of the entire team.
6. Value the Indications
Even with all the modernity deployed in companies, the old indication is still very advantageous. But why is this important? Well, your collaborators already know the company’s internal culture, so they can indicate people who fit it.
Also, this practice extends the company’s chances of hiring efficient people, since its employees know that a bad indication may stain their names in the company.
7. Offer Advantages
What can your company offer benefits to attract good professionals? That’s important, too. Your company may, for example, grant an additional day off for employees who fulfill their weekly work goal.
Yet another reward can be to present a trip or discounts on entertainment venues for the employee who stand out during the month.
8. Ask for References
Even though I have observed the profile of the candidate on LinkedIn and read several compliments of his work by former bosses, it is important to contact one of them and ask for more information.
During the conversation, simple and straightforward questions are the most effective. You may question, for example, whether the trader had a performance above or below the average of the company’s employees.
Also, it is worth knowing in which areas he stood out, and why he hung up on the company. Such questions will make the contacted manager give more accurate information about the applicant.
9. Bet on Young People
In general, younger professionals have less business experience, but they can be excellent hires that will inflate the productivity of their institution.
After all, this audience is easier to educate according to the culture of the company and is usually full of innovative ideas, which were fertilized by the academic environment.
To attract young people, your company can partner with colleges or educational centers and assess which students have the desired potential for hiring.
10. Watch out for a Re-contracting
Can you remember a good employee who shut himself out of his company in search of a better opportunity? What do you think about trying to rehire him?
Now, you may be wondering what would make this professional want to go back to your company. To do so, show what has changed in the institution since it came out and offer advantages — an increase in salary, for example — to consider this proposal.
If accepted, the selection process will be less laborious and more assertive, because it is an individual already known by the company.
Anyway, as we have seen throughout this post, there are several practices that you can use to hire high-performance employees. And by adopting them, you can get a reliable team for your business.
So, did you like the post? Did our tips help you understand how to hire talented employees? So, enjoy sharing them on your social networks!