From the very beginning of the hiring process you can gear yourself to making the new recruit a success in your business. One of the most expensive mistakes an employer can make is to bring someone on who does not work out. Between recruitment costs, time loss by hiring managers, training expenses, and the overall frustration of having to do it again, the outlay of an unsuccessful hire is significant and frustrating.
1. Finding the right person
There are many avenues of low cost recruitment in the marketplace. As with everything in business, pounds directly spent may not be the biggest expense. If your HR staff has to spend multiple hours posting openings throughout the web, money spent for advertising become low compared to the money paid to the people responsible for ensuring candidates. There are excellent flat fee recruitment options that will allow you to have someone else do the legwork and bring you filtered, prioritized results. Generally it is worth pursuing multiple avenues ranging from online recruitment companies to industry specific job sites to get excellent results.
2. Attitude versus aptitude
In most cases the unsuccessful hire is more a result of a poor personality fit versus lacking the qualifications to do the job. Whether you choose to use a flat fee recruitment option or another low cost recruitment option, you will want to get the best sense of the personality of the individual to help insure their success in your business. One advantage of an online recruitment company is that you can assign the qualities that you need for to their search parameters to yield better recruits.
3. Hire to your own best worst
While personality is crucial to a long-term fit of a new recruit to your business, they do need to meet the basic qualifications. You will be better served in your business by hiring with the thought of getting someone stronger than your weakest employee. This will help in two ways. The recruit will personally feel good about joining your organisation knowing that they are well qualified for your expectations. The existing staff will know that you place a value on competency.
4. People and the person
If you found the recruit via flat fee recruitment or another low cost recruitment avenue, you will be better served by integrating your current staff in the process. Letting the recruit speak candidly with employees will allow both sides to get an idea of how they will match up. Panel interviews with department members will expose the recruit to multiple individuals in the organisation and empower the current staff by being involved in the process.
5. Cross the lines
At the onset of the new recruit joining your company, give them an opportunity to see other aspects of how the business works. Plan a training regime that includes at least a few hours spent in other departments that might not be in the direct area of the recruit's assignment. This will bolster a broader perspective and help make your new recruit a success in your business for the long term.
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