The key to the successful recruiting of new employees is the development of a systematic process for developing job descriptions, generating a pool of applicants and selecting the right candidate. When recruiting a potential employee, it’s important to develop a job analysis to identify the skills, knowledge and responsibilities required for each position.
The job description and selection criteria should be based on the most current information available, and it should be modified when necessary. For example, if a company switches from a Windows operating system to a Mac operating system, it would want to update the job description to say something along the lines of “Must be well versed in both Mac and PC operating systems.”
Develop a recruitment plan in terms of promoting the job opening and generating a pool of candidates, a process for interviewing candidates and create a process for selecting the most qualified applicant. Before recruiting, it’s important to consider the possibility of how to work without adding staff. Consider what it would take to improve efficiency, and divide or allocate additional responsibilities to existing staff.
Budgeting for new staff is also imperative. Decide whether the allotted budget will allow for the hiring of a new employee, and consider the possibility of how to accomplish the work without adding staff. Think about improving efficiency, dividing or allocating responsibilities to existing staff members. Evaluate the competition in the area, and strategically plan to offer a package of benefits that enable your company to attract the best talent.
If the budget will allow for new hires, organize a planning meeting with the hiring manager or relevant staff to determine needs, timeline and any other recruitment issues. The next step is to develop job criteria to help you in the selection process, and keeping it around 6 to 8 criteria will narrow down the search.
Once the criteria have been decided, it’s time to consider structuring an interview. Develop a set of questions and determine the best answers with specific scoring before the interview process begins. During the interview, it’s good to base an evaluation of candidates on their skills and job knowledge rather than personality.
Many times, skills are the critical factors that consistently predict job success. Avoid discriminatory inquiries or statements during the interview and recruitment processes.
Hanan Nemeth, Chief Operating Officer of Johnson and Fletcher Insurance, has provided these helpful Human Resource tips. These are things not only to consider on the employer’s side, but they are also things to ask about when interviewing with a potential employer.
Compensation/Benefits Package
Employers want to provide a competitive salary. Money makes the world go ‘round, and having a competitive salary with other businesses that provide similar services will give the company an advantage in the hiring field. Structuring a bonus and incentive compensation also allows a corporation to compete with others that may be similar. It also shows that the business cares about its employees, which is what every candidate is looking for in a career.
Health care and life insurance benefits should be one of the first things discussed in the interview. Health care is a tricky business, and working for a company that provides a great healthcare package is key. The employee and the employer should discuss any and all healthcare options. Things to discuss would be issues of maternity leave, insurance deductibles and types of coverage.
While analyzing the health care situation, it creates an opening to talk about tax-saving retirement plans. For example, 401k investment plans. Employers need to provide their staff with reliable retirement plans since everyone is concerned with their futures. It’s also important for employees to ask about these plans because they should know what kinds of things are in their retirement plans.
Position-Related Benefits
Flexibility is always important for both management and staff. No one wants to be stuck at work later than they need to be, so setting decent hours should be a priority. Communication plays a large part in flexibility. If a staff member needs to leave early because of illness or their child has a concert, then these kinds of things should be discussed upon hiring.
Telecommuting is also a great option in today’s technology driven world. It’s a good option for stay-at-home-parents who are looking for a second income, and it’s good for individuals on the road. Although, telecommuting sounds nice, it’s not for everyone. There are a lot of phone calls and emails, and the hours are going to vary, especially if someone works from home.
Support and Training
Before hiring any candidate for a job, qualifications and training should be on the list of things to talk about. What kinds of certifications are needed and what kinds of career enhancing courses can be taken?
Consider career growth and potential. How will this person help the company grow and prosper? How will this company help my career growth? These are questions to be answered independently before signing the contract.
Company Brand
Job seekers should look for positive, well-known company brands. Places like Merrill Lynch and Goldman Sachs are well-known for a reason. They have reputations for being successful companies recognized globally.
Company Environment
Anyone being recruited by a company should take a look at the work environment. Do the employees seem to be well respected by their superiors? Do they work well together?
Finding a friendly, organized workplace is imperative. Staff members want to feel happy about being at work, and they should feel respected by management. A happy staff yields better results and makes for a more vibrant atmosphere in the office.
Consider the culture and values of an organization. This can be especially true for minority groups. Is the workplace diverse? Do the company’s values match your own?
These tips are designed to help both the management and staff produce higher growth rates and maintain a positive work flow. Dealing with personnel can be tough, but following these general guidelines for hiring and recruiting can make the processes run more smoothly.
About the Authors
Hanan Nemeth is the current Chief of Operational Officer for Johnson &Fletcher Insurance and Management Solutions. Born in Cairo, Egypt, she has a deep foundation in human psychology having worked as a mental health counselor for nine years. An executive level businesswoman for 25+ years, Hanan has a strong business acumen for operational management and human capital.
Savannah Edgens is a journalism senior at the University of Florida. While her interests vary from politics to entertainment, she is best known among her friends for her ability to quote movies. When she’s not writing, Savannah enjoys a good book or movie and a cup of coffee.