Recruitment is one of the most important events, where every wrong step can turn into a disaster for a small business owner. Year after year, entrepreneurs make the same mistakes in recruiting, which subsequently lead to serious trouble. What are these mistakes and how to avoid them? We will talk about this today.
1. Candidate Value
Some companies have managed to build whole empires mainly due to people who thought positively. Professionalism without enthusiasm is worth nothing, so people must “burn”, be willing to reach the top and grow with business.
It is better to hire someone who is determined to achieve goals and yearns for activity, but lacks in terms of competence than an unmotivated and bored high-class specialist. Therefore, when searching for new employees, be sure to follow the general mood of the candidate. He / She will have to work in a team, which means that the attitude of all its participants must be the same, otherwise one sour face will slow down the whole team.
2. Do not rush to choose
Even if you need to fill a vacant place very quickly, do not hire the first candidate. Yes, you will have to spend some time reviewing resumes and interviews, but you will save a lot of time, effort and money in the long run by hiring a suitable employee and not thinking about how to fire him / her and find a replacement. After all, if you are in a hurry, you end up risking hiring someone who will not cope with the tasks assigned to him / her, and the quality of the business will suffer from this.
3. Do not let a person overshadow professionalism
Despite the fact that the relationship to work and the ability to get along with people is very important, you still need a specialist, not a shirt guy, because you hire a person first of all to perform a certain type of work and you must be sure that he / she will cope with the assigned on him / her a task. The most difficult thing here is an objective approach to the analysis of a candidate’s professional qualities. After all, individual charisma can seriously affect the adequacy of your judgments about the competence of a person as a specialist, and making the mistake of choosing the wrong candidate is easy enough. It will be harder than to recognize your own mistake and get rid of a person who does not do the work at the proper level.
4. Avoid hiring friends of employees
Be wary of hiring people on the recommendation of your existing employees. The fact is that it is a double-edged sword. On the one hand, if you respect your staff and value it for certain specific qualities, then these people will not advise the bad, and a really valuable shot may come to the company on the recommendation. On the other hand, the games can start to unite, people will communicate more and work less, or they will be “friends against” other employees. It may also be possible that if one of his friends leaves, the others will follow him / her.
5. Do not overestimate workers and your payroll
If you are a representative of a small business or an enterprise that has just started its work, you do not have the money to pay high salaries to specialists. Evaluate an employee not by his / her ambitions, but by real qualifications and the contribution he / she can make to the development of the enterprise. It is also contraindicated to spend money on an employee whose work experience is much higher than your payroll.
The second point: low budgets do not mean that you have to underpay employees for their work. Offer a fair salary, based on the experience of the candidate, his / her qualifications and their capabilities.
6. Negotiate the terms of employment
Be sure to discuss prospects and expectations with the employee before hiring. If you need a person for some time – warn him / her about the existence of the final term of the contract. If you are looking for a person for long-term cooperation – tell him / her about it and ask if he has any other plans. A lot of trouble happens because there was no clarity between the manager and the potential employee during the hiring process.
7. Recommendations
In the summary, they are useless, but after personal contact, ask the candidate for several contacts with which you could communicate to confirm the qualifications of the future employee. It will not be superfluous to add to this interview additional people from your company in order to have an alternative opinion regarding the candidate.
8. Trust your intuition
As a business owner, you cannot afford to discard instincts. If the candidate submitted an excellent resume, but you still don’t like it, don’t hire this person. Do not work out.