Businesses are tough to manage. No matter how knowledgeable you are about concepts and approaches in business, it is not a walk in the park to run it. This is more true if the business that you aim to nurture is bigger than most startups. As your business grows, you are going to need more people to work with you. This means that no matter how brilliant of an entrepreneur you are, the entirety of your team is going to make or break your future.
Entrepreneurs do not only sell. Entrepreneurs lead people too. It can be argued that your business success can be hinted at by your ability to lead people. It can be compared to a pilot flying a plane or a captain sailing a ship. Essentially, making sure that everyone is doing what they are supposed to reach a common goal is important.
Leadership can be learned. You can learn about it from mentors, take workshops, or be motivated on your own. However, what can be more complex in leading a team is the people who will be in it. The people you are working with are vital to your success. From the smallest details of running a business, they play a role in making the bigger picture come to life.
As much as they are important, building your business team is also hard. You have to set priorities, qualifications, and other standards to find the right ones that best suit you and your company.
So, how do you find the right people for your business? Here are some tips:
Make Sure They Understand the Position
There are different ways to put your job posting out there. In the digital era, online applications are growing in popularity. Recruiting people online seems to be an easier and faster way to deal with your recruitment process. Applicants can easily see your posting if it is aligned with their desired role. This guarantees that they are from a related or required industry to work for you.
However, accuracy is something that often becomes a problem in online hiring. A simple job title can imply a lot of things. Your job is to make sure that all applicants and what these implications are. For example, if you are looking for a marketer, a simple “marketer” leaves many uncertainties for a reader. Being more specific with the title and descriptive of what the job entails should be your priority.
At the end of the day, retention is ideal for any position. The more your applicants understand what they are getting themselves into, the more they can commit to it.
Ask Questions That Will Highlight Their Values
For decades, the recruitment process has put pressure on the need for skilled workers. Fair enough, if you want quality output, you have to get a skilled person who can pull it off. The thing is, skills can always be learned. You can be a mentor and train people yourself. This way, you can create a more deeper and meaningful relationship with your employees. At the same time, you can provide them with a more insightful experience. This will make their time work with you worthwhile.
While skills can be taught, values are something that might be solid for many. People uphold principles and values that define who they are. At the same time, these principles and values are the guiding factors that help them make decisions.
Knowing what a person stands for will give you an idea of how they will perform in the company. From work ethics to personality, you can gauge if an applicant is fit for the job. Determining this will help you avoid clashing personalities and beliefs at the organizational level.
Always Ask For References
You might think that an applicant’s resume or CV speaks for them. An ideal candidate for the job is someone who is experienced, skilled, and well-versed in the industry you are in. This is true in many cases. You will need someone who is objectively “good” and will be good at whatever you expect them to do. However, the “right” person for the company and the job is not always the objectively good one.
You can learn more about an applicant’s experience, work ethics, and performance-based on references. If you ask the right questions and talk to the right people, you will have an idea of what it is like to work with them. Things like punctuality, collaborativeness, efficiency, and many more are possible things you can learn about candidates. By learning about these things, you will be more aware of the kind of employee a person is outside of their credentials.
Give Sample Tasks During Recruitment
You can say that hiring someone is almost like a gamble. You will take your chances on them and trust that they will deliver. The reality is, CV’s will not always be a good indicator of their skills. For a more effective hiring process, you can test an applicant’s skills right away by giving them sample tasks. You can use a task that they will be assigned to do and see how well they do it.
It is important to note that you do not need to expect perfection. They do not have to get everything right the first time. Instead of looking for areas that they are wrong at, look for potential. If you think that they have the foundational knowledge of doing things, that is also a great start. Remember that you are not necessarily going to hire the best person. You just have to hire the right one. And to find the right one, there is so much more to see and keep in mind.
Let Them Know About The Company Culture
Company culture is what dictates job satisfaction in most cases. Job satisfaction is important when it comes to the workforce because it translates to productivity. The more satisfied an employee is with their work, the more productive they get. This is because of heightened motivation and morale at work. Having an idea of whether or not an applicant will be satisfied in your company before hiring them is something you should never overlook.
In your recruitment process, you can explain to the applicant what your company is like. If you are only starting one, you can share how you envision your team to be. It is good to emphasize the importance of teamwork and collaboration in the workplace. Hiring a good team player will improve your workplace dynamics which can lead to more work getting done.
If you hire people who do not fully appreciate the workplace and its culture, you will end up with a high turnover rate that can hurt your company in the long run.
Running a business involves leading a team. And so, it can be argued that a good entrepreneur should also be a good leader. However, being a leader does not only focus on the boss leading the pack. Everyone in the team should be regarded in terms of their contribution to the company. Hiring the right team members, however, can be difficult at times.
From making sure applicants understand the job position to letting them know of the company culture, you can improve your recruitment process greatly. This is a way to create your approach of filtering who can best represent your company and commit to the job at the same time.