If your company is in one of the most innovative, up-and-coming fields, then you are probably going to be experiencing some expansion – and quickly, for that matter. As your operations grow, you may find that you need extra hands to pick up the slack. While you could be tempted to take on new employees as soon as humanly possible so that you can meet increasing demand, it is important that you don't jump the gun by hiring just anyone.
Think of this way: your business is your baby. If you were strapped for time and needed someone to take care of your child, would you sprint down the stairs of your apartment and ask the first person you come across on the street to babysit? Unless you are far too trusting for your own good, or you don't really like children that much, you probably would find that idea ridiculous. Well, that same concept can be applied to the recruiting practices used to staff your precious company.
Develop in-depth recruitment practices to find the right fit
Hiring processes should be extensive and artfully orchestrated so that you can ensure potential employees are the right fit for your firm and vice versa. This means that you are going to have to make a concerted effort to guarantee there is a channel for clear communication between your company and job candidates so that both parties can get a feel for each other.
This sense of openness should be created from the get-go, starting with any employment postings that you publish online. Mashable advised that any job descriptions for your business should be detailed yet concise, so that they get to the point while leaving little room for questions.
First of all, you will want to give applicants an overview of what a day in the life of an employee working as whatever role advertised. Candidates should know the regular tasks for which they would be responsible. On top of this, you will want to list any programs or protocol with which they need to be familiar.
This could let them gauge whether they would be actually be able to handle the job. Even if they have a background in the line of work associated with the position you're trying to fill, that doesn't guarantee that they can deal with everything that needs to get done. Oftentimes, people are aware of their limits, and if there is something that comes up in this daily breakdown that wouldn't be for them, it could deter unqualified candidates from applying.
Don't dissuade the candidates you want
You also want to attract individuals who have the skill sets you need, encouraging them to send in their modern resume. To accomplish this, all you have to do is explicitly state the perks that come with the position, which can also be promoted through a creative job agency. You should give job seekers a clear idea of everything from the salary specifics to the benefit packages offered. By marketing the positive elements that come with a role, you could prove to candidates boasting more specialized skills or having more experience than other applicants that your company is the place that they want to be.
When you are reviewing the stacks of applications generated by your postings, you should take your time. Even if you need to fill in the gaps throughout your expanding operations immediately, the potential losses from hiring the wrong person for the job could ultimately outweigh any time that you had to function understaffed. By settling and recruiting an imperfect applicant, you could hamper production for a while, possibly having to go through the same process again so that you can replace him or her.
