Hire the right people for your business

Written on the 1 January 2015 by Snap Marketing

Unfortunately over the Christmas and New Year's break, some people decide that their resolution is to find a new job. This means that come late January, many employers find themselves a staff member or two down and have to start advertising a vacant position.

On the upside, new employees usually come filled with copious amounts of enthusiasm and a fresh set of eyes and opinions.

When you've just stepped back into the office, the recruitment process is the last thing you want to be nutting your way through. So we've put together some pointers to help you source great talent with as little hassle as possible.

1. There is no such thing as the 'perfect person' for the role

Often employers hold off on hiring people they like because they don't tick every single box of ideal job criteria. Just like, the 'perfect body', the 'perfect face', the 'perfect job' and the 'perfect partner', the truth is, there is no such thing as the 'perfect person' for your role.

Rather than focusing on finding the ideal candidate, look instead for the best fit for your company, your culture and your role.

2. Self esteem, motivation and morals

You rarely see these three characteristics listed in a job advertisement, but they are even more important than industry knowledge, systems training, and years of experience put together.

Naturally motivated people will keep themselves busy; they will find tasks to do even when the office is quiet. These are the type of people that will strengthen your business and help it to grow.

Self esteem allows people to take knocks, get up, dust themselves off and try harder next time. People who have high regard for themselves know how to take criticism and learn from it. If you have demanding clients and tight deadlines, these will be the type of people who won't crumble under pressure.

Personal morals and business ethics go hand in hand. You want to hire someone who understands boundaries, values truthful discussions, and puts forward ethical recommendations.

3. Hire someone proactive

Whether you're doing the recruitment yourself or engaging the services of an agency to assist you, it's very important to look out for the candidates who want YOUR job, not just a job. If a prospective candidate isn't excited and passionate about your company and your industry before they've even started work, how on earth will you keep them excited a few months in?

Choose the person who calls up to see if you've received their resume, who follows up with a thank you email, and who checks in to see if a decision has been made. This is the person who truly wants to work with you.

4. Some ideas to get your started

• Sourcing candidates doesn't have to be difficult and expensive. If you have a strong network of business connections you can put the word out to your colleagues and clients and see if they know of anyone who might be suitable for a role in your business.
• Linkedin is another free and easy way to search for candidates. Look up people who have worked for your competitors in the past, or people with an interest in your industry and reach out to them.
• Seek ads still work and can be an effective way to attract a large pool of candidates (if you have the time to sort through the applications).
• Always post vacancies on your website. This is often the first place people will check if they have an interest in your company.

Remember that training, development, KPIs and regular catch-ups are all great ways of keeping your current and future employees engaged and satisfied. So if you haven't done it already, consider implementing some personal development programs that will contribute to your staff's careers.