Are you hiring great employees?
When hiring, human resource experts aim to invest in people as well as in ideas, because when it comes to a company, it is not just higher management that can build or destroy its future. Unfriendly or disappointed employees, poorly trained employees, rapid turnover, or a negative work atmosphere can all take your organization towards failure. Banking jobs or BPO jobs suffer the most due to this trend. Other backend jobs also face the same issue. For human resource personnel who are fresh in the industry and in charge with the initial stages of the hiring processes as well as those who have just started being in complete charge of their company’s hiring.
Here are five tips to hire great employees –
- Apart from professional references, always try to get at least one personal reference
If you do the cross-verification from the previous employers, you will get to know about the professional behavior of the person. You will get to know if the person is honest or not and a little bit about their work style and attitude. But, when you talk to someone’s best friend, relatives, or other personal references, you will come across the real character of that person.
- Trust your instinct
When you like someone during the meeting or a call, there is almost always a good reason. Have you ever liked someone’s smile, and thought why you liked it instantly? A smile can tell you how self-confident and friendly a person is. Things like interview jitters are allowed to some extent. If the potential employee does not make eye contact or gives you a loose handshake, you need to do some more probing. There are chances that the candidate is hiding some important details about his or her previous work experience or has not mentioned a blow up with his or her previous employer. If you still feel uncomfortable, they are probably not right for your organization, even if their resume is the best.
- Get a clear idea about the job description
You must customize the job description to according to the requirements of your organization. Do you need an outstanding writer or someone with a sensational visual sensibility who can create attractive storyboards and photos? It is very difficult to find these skills in one person, therefore, you must communicate what is required for the position for which you are hiring. Sometimes, dividing a position into two part-time positions will be much more logical, especially if the skills or abilities involved are highly specific or opposites. The worst hire is that employee who is good at one aspect of the job and awful at others. If you need a good employee, ensure that he or she has relevant experience in each aspect of the job.
- Introduce the new employee formally and informally
It is must to have a formal one-to-one introduction of the new employee with everyone at his or her level in the organization, as well as anyone they will report to. After formal introductions, you must arrange an informal event that includes all new hires within a few weeks. For example, you could arrange a weekend party once a month. This is the small investment of time and energy but, it can be the best way to welcome new employees, and allow all of your staff to celebrate together.
- Be reliable about reviews and feedback
The first three or so months of a new employee’s tenure should be a mutual trial period. It allows you as well as the new employee to see if the workplace is fit for him or her. It is useful for everyone to ensure that they are comfortable in your work atmosphere. After a month, the employee should have a face-to-face meeting with his or her boss to discuss the role and expectations. This is generally a verbal feedback session, where the boss needs to stress on all the ways the employee is doing well, and one or two areas he/she needs to work hard. It is mostly helpful if the boss asks the employee what areas they think they should be focusing on for the next three or four months.
At the end of the trial period, you must share the feedback with the employee. The most fruitful reviews are based on the self-assessments by the employee that he or she can discuss with his or her supervisor. If you are want to inspire and mold a new employee into a great employee, it is vital to build honesty into these sessions. Thereafter, according to the various researches, formal reviews every six months are far more useful than those held annually.
There is no way to guarantee you that you will hire the best employee, and expect that everytime things will work out in your favor. But taking this advice will make the process more beneficial for everyone involved. MeraJob’s large pool of prospective employees is a great way to start your search. With the help of SmartProfile™, your screening process will become effortless as compared to using traditional resumes.
Call 092666 22544 or email at email@example.com to know more.
You may like to read this
MeraJob June 22, 2016
9 Disruptive Ideas to Improve Quality of Hire
Despite the great technological advancements in the field of recruitment, its core has still remained the same: Employers need to hire, but have very few options that are available. Either they advertise on job boards, ask their employees for referrals, ask a recruiter to find a candidate or outsour...
MeraJob January 15, 2015
Are your candidates quitting even before they join?
You have finally found and hired the perfect candidate. But is that enough to seal the deal? Unfortunately, the period of the greatest risk begins now—AFTER you have accepted your candidate in the interview and BEFORE the actual joining date. The chances that you will lose the candidate ...