If you wanter business to be successful then the first place that you need to look is within, and to ensure that you have a team of employees who are firing on all cylinders. At the very root of every successful business is a high performing team and for this reason it is crucial that you take the recruitment process very seriously. Recruiting new staff is about finding someone who understands your values, knows what is expected of them and who can seamlessly fit into, and improve your team.
Many people don’t invest enough time into hiring the right staff which ends up draining their resources in terms of training, managing and eventually firing and rehiring. Save yourself all of this trouble with a smart recruitment program.
LinkedIn is probably the single best place to find professionals who can come in and help to take your business to the next level. On the social media site you can post jobs and also use it to find talent that you think would work well in your business, and then invite them to apply for your position. LinkedIn really helps employers because you can see a great deal of information about someone on their public profile which can act as a sort of vetting process. If you are looking for shift workers or temporary staff, social media can also help in the shape of the novel application ShiftPixy which connects employers with temp staff who are looking for shift work.
Jobs Sites and Agencies
I would recommend that you get your job vacancy across as many job sites as possible and I would also recommend that you look for industry specific sites which can help you get professionals already working in your field. My advice on using temp or recruitment agencies would be to avoid them. My only reason for avoiding agencies is that whilst they can do a good job, there is always the possibility that they will find someone who isn’t suitable for your team. I would always much prefer to have control over the recruitment process, or at least keep it in-house.
Vetting and Interview
I often think that people have the interview stage and the vetting process very mixed up and they seem to focus more on the interview than the vetting. My opinion is that if you are ruthless during the vetting process then the people who you end up inviting to an interview are definitely going to be the cream of the crop. In truth I would always invite 3 or 4 people in for an interview, with the opinion that any of them could get the job. The key for me during the interview is that I see what kind of character they are, what kind of personality they have and I assess how that will fit into the team that I already have. If you want the right staff, make sure that your vetting process is rigorous.