It is not easy hiring qualified staff with the right attitude and necessary confidence.
“Great vision without great people is irrelevant.”
It is important that your selection process and criteria is crystal clear.
The salary to be paid and the conditions of employment should be set down in black and white.
Before you advertise for help, sit down and write a job description. List your goals for the new hire – do you want someone who can fill in on short notice when you need to take a day off, or do you want someone who can work a regular schedule? Do you want someone who can meet with clients, set their own schedules and attend meetings and events on your behalf or do you simply need someone who can pick up your overflow? If you can clearly articulate the job to all applicants, they will have the opportunity to determine if this is a mutually agreeable fit. Be sure to concentrate on specific job-related descriptions, and not subjective information.
Once you have several people interested in the job, the next step is to sort them according to your priorities. Our suggestion is that you set your priorities based on your immediate requirements.
The purpose of interviewing is to identify people who have the right mix of qualifications, skills, personality, and attitude to make valuable contributions to your organization in a particular job.
Body language is very relevant to management and leadership and to all aspects of work and business where communication and interpersonal relationships are essential. During an interview it is crucial to learn how to understand some basic signs like how applicants look, the way they sit, and talk. Usually, the inability to look you in the eye reflects shyness, insecurity or even untrustworthiness. During the interview try to look beyond what the applicants are saying.
Today’s workplace is different, diverse, and constantly changing. The typical employer/employee relationship of old has been turned upside down. Workers are living in a growing economy and have almost limitless job opportunities. This combination of factors has created an environment where the business needs its employees more than the employees need the business.
Employees affect an organization’s performance and profitability. Hiring or promoting people who are unsuitable costs time, money, and potential loss of new business. Carefully developed and administered employment tests can provide organizations with a way to decide systematically and accurately which people have the ability to perform well on the job, will not result in fast turnover, will not engage in counterproductive behavior, and will be able to learn from training programs. Tests can also benefit individuals who are better matched to positions for which they are suited and in which they will wish to remain.
By following these tips, you are well on your way to a happy and productive working relationship with your new employees.