Isn’t it quite saddening to see your employees whom you have been attached to leave in a short span of time?
When you hire people, you let people be a part of your business, and in the process, you can’t just pick any applicant right away. These people will be staying under the shed of your company and whatever they do, how they act, affects your brand.
The finest job descriptions go beyond simply outlining responsibilities, and required skills. You also need to express how you want the work done and the moral context in which the business runs. You must employ the applicant who is best suited to your company’s unique scenario.
You must comprehend the facts and requirements of the specific position in order to recruit a candidate whose skills and knowledge are relevant to the function. Understand the needs of your prospects, customers, and business. “What stage of growth is the company at?”
It is those who believe in your goal, industry, products, and services that see and understand your company’s entire value proposition. A genuine enthusiasm for your company’s services far exceeds less important aspects of a candidate’s background.
Pose situational behavioral questions to applicants about sensitive areas such as customer promises, personal integrity, hiring preferences, revenue recognition, sexual harassment, and so on. These questions send a clear statement about your company’s ethical requirements.
Something is odd if everyone likes your favored applicant. There is no such thing as a flawless hire, and there should be some dissident voices at the table. What are the candidate’s flaws? Identify them as early as possible.
If your business keeps on growing, you have to have more and more people on your ship. But you can’t just let people jump into your company carelessly, your success depends on what kind of people you’re having the journey with. #LiveTheGreatLife #RubenLicera #SuccessfulHiring