Personnel errors during the hiring process can bring substantial losses for the company. According to a recent study, a single bad hire- someone who turns out not to be a good fit for the job or did not perform well – can cost the company more than 20 lakh employees on average. That’s just for one wrong hire. What if there are 10? 15?
Before starting the hiring process and creating a dream team, it is recommend to consider the main stages and rules for hiring new employees. It must include how to prepare and conduct interviews, what to look for while talking to an applicant, how to perform BGV using employee background verification companies in India, and what to do so that employees do not switch their jobs.
Stage #0. Creating a job profile
A common mistake talent acquisition managers make is not to create a specific job profile. Typically, the hiring process in an organization goes like this: a company needs an Android developer. The manager sends out the notification to close the vacancy, and the human resource team posts a job announcement. Where they indicate the position, scope of work, and conditions and choose candidates for interview based on the resume provided by the applicants. However, using this approach, sometimes it could be hard to find a competent employee or to find, but not the right one.
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This is why it is recommend to create a job profile, a document with a clear description of the knowledge, abilities, and skills. And character traits that an employee should ideally possess.
Necessary items to describe in the job profile:
- Professionalism: Requirements for the applicant’s professionalism, which are essential for the company: work experience, the presence of particular education, certificates, advanced training courses, participation in competitions, etc.
- Hard skills: These include skills and abilities that can only be acquire by performing an activity. For example, customer service experience, complex client negotiations, and experience with certain software.
- Soft skills: Soft skills include everything related to communication, performance, and teamwork. It also comprises the ability to plan, the skills necessary for preparing reports and presentations, etc.
- Personal qualities: It includes character traits of the candidate that are necessary for the company: the ability to listen to others, patience, tact, honesty, self-control, energy, resourcefulness, ambition, and stress resistance.
Stage #2: Search for the right candidates
Where to start the search for an employee depends on the vacancy. If you are looking for interns, it is recommend to search for candidates at universities. If you are looking to fill out a full-time employee, you can publish employment ads on job-hunting sites (Naukri, monster, Indeed) and social networks (Linkedin).
To determine the job-hunting site’s effectiveness – from which site most resumes were received, it is recommend to indicate a different email in each ad. For example, for a job posted on naukri.com – email@example.com, for a job posted on Indeed.com- firstname.lastname@example.org. Such a thing is useful for analytics purposes.
Stage #2: Preparing a questionnaire
This stage will help save a lot of time and money because, after the survey, most of the unsuitable candidates will be screen out, and there will be no need to conduct a personal interview. The questionnaire helps talent acquisition managers learn more about an applicant’s habits, behavior, strength/weakness, achievements, or belief. This also works as an additional assessment factor, if an applicant quickly sends back the questionnaire. Then such a thing indicates that he most likely approaches the work responsibly and performs it quickly.
Stage #3: Personal Interview
As a responsible HR, you too need to be prepare for a personal interview, write down the primary questions that you need to ask from the candidates. Select situations that need to be solved to test the candidate’s critical thinking abilities and speed of reaction. In addition, you can also use various tests, logical tasks, or tasks that require a non-standard solution.
Typically, interviews are conduct in the office premises, via Skype, or an appointment is made in an informal setting. When selecting a place for the interview, it is recommend to choose a place with the least distractions.
The main thing to consider in an interview when hiring employees is to let the applicant talk. The more they say, the more accurately HR managers can evaluate them. With each question, mark your thoughts regarding the applicant, and what you liked. What you didn’t, this will help you make a decision after the completion of the interview.
Stage #4: Employee background verification:
Employee background checks help you create a team you can trust while also minimizing risks associated with hiring incompetent candidates. And protecting your business’s reputation. Using background verification companies in Mumbai, talent acquisition teams can make fair, informed decisions and hire deserving candidates. In addition, such a thing can also help your organization against liability claims. And comply with federal, state, local, and industry regulations.
Stage #5: Probation period
Generally, most applicants go through a probationary period in the company. Such a thing helps reveal how a candidate performs in real work conditions.
If you notice an employee is unable to cope with his duties. If he is finding it hard to get along with colleagues or is constantly neglecting his duties, then do not rush to fire him. Firstly, it is recommend to understand the reasons, maybe he has a conflict with colleagues or simply doesn’t possess the necessary knowledge to complete the tasks. According to the answers, make a decision – train, transfer to another team, or fire.
Firing is stressful not only for the employee but also for the hiring team. To make it sound less painful and maintain other employees’ loyalty, you need to dismiss them correctly. Such a thing can help you avoid several problems at once.
Hiring your first employee takes some forethought and the establishment of specific procedures. Moreover, it’s a new learning experience for a growing business. The first employees are important for your business since they will help you grow your company. This is why it is necessary to take time and establish the right hiring procedure for hiring employees who share the same goal as you.