Anthony Haynes writes: We like to host guest posts from other writers in our core fields of talent acquisition and talent management. Here we are very pleased to publish a post from Richard Matteucci.
We’re in the process of publishing our own series of posts on how to make best use of talent acquisition companies. But naturally we recognise that some employers will want to do their own recruitment. Where they do so, we want them to do it well. Richard’s tips are designed to help ensure that’s the case.
We’d just add one tip of our own to Richard’s list, which is always to take care that you stay within the law. Given the complexity of the law, it is often wise to seek specialist HR or legal advice.
Richard Matteucci writes: Whether you’re hiring for a start-up enterprise or a well-established organization, finding the right employees is imperative. Executives with experience in human resources know that it’s cheaper to retain employees than it is to be constantly on the hunt for new candidates. Moreover, a longtime employee is better trained, understands the corporate culture and has a vested interest in the success of the firm.
Acquiring quality, long-term, employees starts with hiring the right candidates. Use the following tips to find applicants who are a great match for your open position.
- Look Outside Traditional Channels
Job fairs and classified ads are tried and true methods for seeking applicants. You can be successful using these channels, but why not cast a wider net? Use your professional contacts to find out about potential candidates who may not be actively looking at job ads or attending job fairs. Look for referrals from colleagues you trust to find employees with a solid work ethic and the right knowledge for the job.
- Consider Experience
Experience comes in many forms, and not all of it is from the workplace. Some candidates may have put in extensive time in various volunteer endeavors. Maybe they served in the military, joined the Peace Corps or spent a year travelling around the world. Any of these activities may have endowed that candidate with well-developed leadership and organizational capabilities. Perhaps these experiences sharpened their ability to negotiate, think on their feet or creatively solve problems. Any of these skills may prove to be highly valuable in the workplace.
- Pay Attention to Details
The little things can tell you a lot about each candidate. Thoroughly review their resumé and cover letter for grammatical and spelling errors. Ideally, both documents will be free of mistakes and well organized. If you’ll be interviewing a candidate, notice whether or not they show up on time and pay attention to their demeanor during introductions. Their ability to make a good first impression can impress not only you, but also clients. While you interview them, note their appearance. While hiring decisions shouldn’t be made based on appearance alone, it is important that the candidate appear neat and well groomed. Again, first impressions can often make or break a business relationship.
- Encourage Them to Ask Questions
It’s tempting for some interviewers to monopolize the conversation, but it’s wise for the participants to strike a balance. Remember that a good interview is like a two-way street. Both parties should have ample opportunities to ask questions. This process is just as much about the candidate interviewing the company as a potential employer as it is the other way around.
- Be Transparent
If your organization runs in a high pressure, deadline driven atmosphere, don’t sell it to a candidate as a laid-back, anything-goes, office. Be open about the corporate culture so that both you and the applicant can make a good decision about whether or not an employment relationship will be a good fit. When a recruiter is up front about the personality traits that can guide success in their office, they can weed out inappropriate candidates and find the person who fits the existing environment.
- Screen Applicants
Too many hiring executives don’t follow through with references and background checks. On the other hand, some companies check these things along with requiring drug tests and credit checks. The employer who more thoroughly screens promising candidates is far more likely to make a good hiring decision that minimizes risk and maximizes the success of the relationship between employee and employer.
Richard Matteucci is the CEO of USA Mobile Drug Testing of Denver, which provides employers with 24/7 on-site drug and alcohol testing. USAMDT of Denver helps improve workplace safety by creating tailored drug free workplace programs.