How many times have you asked yourself if the person before you was suitable for the job? Finding the right candidate for a specific position is undoubtedly the most challenging aspect of the hiring process. Making the right hiring decisions from the beginning is essential for an organization, as recruiting the right people takes a lot of resources. This means the recruitment should be both cost- and time-effective.
The hiring process is crucial to your business’s future. In addition to growth and profitability, a good hire can also lead to customer satisfaction and quality. Therefore, the first step to success is to adopt an organized, structured, and comprehensive recruitment strategy to attract suitable candidates to your company.
Let’s take a look at what happens behind the scenes to ensure your recruitment process is successful.
You can post job descriptions on your company’s website, LinkedIn, job boards, and industry-specific forums during the recruitment phase. However, you have to remember this — generic job postings will produce generic results. Try to be as specific as possible since a detailed job description and company profile can help a candidate assess whether the organization and job are right for them.
Identify the specific responsibilities for the position and use this information to determine which qualifications and experience you require from a prospective employee. Make sure to mention your company culture, as it can influence candidates’ opinions. Including working hours, benefit package, and salary information is also advisable.
It can also be helpful to talk to the teammates who will be working closely with the new hire and ask them what they value in someone for this position.
Before holding an interview, you must have a clear vision of what you expect from your potential employees. In other words, make sure you prepare the right questions for every position and have a clear idea of what kind of person you want to hire. It is vital to prepare the topics ahead of time and keep your interviews consistent so that you can compare the candidates with ease.
Despite all the candidate data, hiring managers and recruiters are still susceptible to their own biases. Companies of all sizes should strive to involve as many people as possible in evaluating talents and making hiring decisions to minimize the influence of one individual. This means that at least two people (ideally three) from different parts of your organization should interview each candidate.
Prescreening candidates saves time for all parties involved. Despite getting to see strong credentials on paper, a pre-screening interview will help you determine whether the applicant fits your organization. The process is also helpful in determining if the candidate’s salary expectations align with yours. Furthermore, during the telephone consultation, for instance, an experienced interviewer can determine if the candidate fits the company’s culture.
Strong companies have a corporate culture that reflects their values and how they conduct business. If you don’t consider how potential candidates will fit in, you’ll miss out on one of the most critical indicators of future success. A study found that employees who were compatible with a company’s culture performed better, stayed longer, and felt more satisfied with their jobs.
An interview can provide some of these details, but a culture fit assessment is the best way to determine whether a candidate is a good fit.
Your interview should be less about asking and answering questions and more about having a dialogue with an individual who can help you grow your business. And sometimes, the questions potential employees ask are more valuable than the answers they give you. Their inquiries demonstrate readiness and commitment to the job.
That said, those asking too many questions about the position might not be your best candidates. You’ll want to find applicants whose queries indicate thorough research. Individuals interested in moving the company forward and learning more about their future colleagues are the ones you should consider.
You should test prospective employees to ensure they have the skills needed for the roles. A test can be written, role-played, or involve hands-on activities. If the job involves selling, observe them as they make sales calls. It is not necessary to create complex tests. You only need them to prove that the person you hire has the skills and traits to succeed in the position.
Companies increasingly turn to pre-employment testing software as hiring decisions become more complex. Employers can use these services to get a sense of a candidate’s personality, technical skills, and aptitudes, among other things. These results can, in turn, help determine the best questions to ask in interviews.
You can learn more about a candidate by visiting their LinkedIn profile (or even other social media presence) as it can provide deeper insight into their experience and skills compared to their resume. In addition, LinkedIn can also be a great place to find new employees and invite them for a job interview.
Performing a thorough background check is an integral part of the hiring process. You must verify that the candidate really possesses all the qualifications, skills, and experience they have presented. There are several factors to consider when conducting a background check, including work references (particularly from previous supervisors), educational credentials, employment history, and criminal records.
Having the right personnel builds a company’s culture, drives revenue, and allows them to outperform competitors. A solid recruitment process could save time, money, and resources that your business can use to propel its’ growth.
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This blog is not meant to provide specific advice or opinions regarding the topic(s) discussed above. Should you have a question about your specific situation, please discuss it with your GBA advisor.
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