Hiring more employees is not a situational thing; it’s something that you’ll have to do in any case. First of all, people leave your business all the time. They either get a better offer, get sick of the job and there are always those who aren’t a great fit for your enterprise. In all of these scenarios, you need to learn how to bring more people in. This means that you’ll have a lot of new responsibilities to handle, ranging from picking suitable candidates, all the way to making sure that they seamlessly integrate into the organization. Seeing as how often you’ll have to resort to these methods, it’s for the best if you could make these as systemic as possible. Here are some tips to help you out.
Don’t put too much fate in the interview
The first thing you need to understand is that, while important, interviews can be more than a bit misleading. Why is that? Well, because the interview is the place where the most charismatic, extrovert and believable people perform best. So, if these three characteristics aren’t the core values that you’re looking for (for a position that you plan to fill), you might want to look for some additional assessment methods, as well. Introverts are some of the best employees out there but in the interviews, 9 out of 10 times, they’ll be outshined by the extroverts.
Be careful with the vetting process
Another thing you need to take into consideration is the vetting process of your staff. First of all, you want to check their resume and their work history but there are some other things you need to bear in mind. First of all, you might want to check if they have a previous criminal record (in some industries). You might also want to test them for various substances; however, this is legally possible only after you already offer them a job. Lastly, just taking a glance at their private social media accounts might give you an idea of who they are.
Choose specialized platforms
One more thing that you have to take into consideration is the fact that if you’re working in a niche where the potential talent pool is relatively narrow, you might have to find a specialized platform to access it. For instance, this is the case when it comes to IT recruitment. People you hire in the field of IT need to have a certain degree and work experience. You can’t just pick up anyone from the job market and hope that they’ll integrate into your enterprise. What you need are specialists and with the right help on your side, you’ll get a lot of suitable applications.
Understand their challenges
The most important thing for their integration process is to try and understand their challenges and try to accelerate their learning process. Which areas they might struggle the most with? Which tricks can their older colleagues teach them to overcome these struggles? In general, a mentoring program is always a good method to overcome this particular problem.
Make them feel like a part of the team
The last thing you need to learn how to do is to make them feel like a part of the team. Sure, being treated as a rookie may be a tradition in some enterprises but the sooner you make one feel like a part of the team, the better. Millennials, in particular, want to make a difference, not just fight for a better position for their own career. Letting them know that their effort is really felt and appreciated is the right way to go here.
As you can see, while there are some requirements that will be determined by the industry that you’re in, the above-listed five things are universally applicable. Due to the fact that they’re methods that you can use effectively on a regular basis, they are both reliable and scalable. This means that you can resort to them at any time and in any given situation.