Employees are significant for all businesses. If you see Playamo home page or the Amazon site, you understand that lots of people work there to make such amazing products. It’s not simple to find the right people, but these tips will help you.
Think About What Values, Abilities, and Skills You Are Looking for
Abilities are ways of thinking and behaving. Some people are quick learners and process information, while others can see a situation at a higher level. Some people concentrate on details, others think outside the box or logically, or have organizational talent.
Skills are acquired tools, such as proficiency in a foreign language or the ability to write computer code. Skills and abilities are certainly important. Yet, it is a mistake to select employees solely by these criteria.
Equally important is assessing whether the candidate’s values match the company’s corporate culture. Teams made up of people with the same views on the business, on results, on approaches to work, and on common goals are the strongest and most productive.
Make the Process of Finding the Right Candidates Systematic and Scientific
Recruitment typically begins with arbitrary people evaluating applicants’ CVs based on arbitrary criteria. Then in an interview, a group of arbitrarily selected employees ask arbitrary questions and choose who to make an offer to, depending on how much they like a particular candidate.
Make each of these steps more systematic and meaningful. For example, think about what questions you ask candidates and how the answers you get distinguish them from one another in ways that are important to you.
Look for Brilliant Employees, Not Just Specialists
Many people are hired simply because they fit the specialty. If you’re looking for a plumber, it’s tempting to hire the first experienced plumber you interview and not evaluate whether he has the qualities of a top-notch professional in the field.
As you examine any candidate’s work experience, you should determine whether he has shown outstanding ability in anything. If you have no desire to get that candidate for a particular position at all costs, don’t hire him. It is likely to lead to disappointment on both sides.
Pay Attention to the Candidate’s Type of Thinking
A certain type of mindset helps achieve goals in some cases and hinders them in others. Keep this in mind when selecting employees.
For example, it is unlikely to hire an introvert as a sales specialist. It is possible that he can cope with the work. But the communicative person will bring more emotional satisfaction and he will act more effectively.
Consider the Past Achievements
These people were formed long before they came to work for you. They have had time to leave their spots in many places. If you prepare well, you will learn a lot about the candidate.
Find out if he has achieved something in the area in which you are expecting him to work. Don’t rely solely on the candidate’s account of his or her professional accomplishments. Talk to competent people who know him, review documentation, ask for feedback from former colleagues, supervisors and subordinates.
How many years has the candidate devoted to excellence in his field? Has he been successful at least three times in a task similar to the one you’re about to assign him? If not, you’re going for a deal with a low probability of winning, and you must have a good reason.
That doesn’t mean you shouldn’t allow yourself or others to try new things. But it must be done while taking reasonable precautions. That is, a beginner should be supervised by an experienced professional.