Issa Asad Reveals How to Ensure You’re Hiring the Right People in 2018
According to a survey that was recently carried out by the United State’s Bureau of Labor Statistics, job openings have been increasing for the last few years, and the future looks even brighter for prospective employees. Therefore, employers ought to optimize their recruitment processes in order to attract and retain top talent.
The Labor Department discovered that in just one month, more than 5 million employees were recruited. This figure is undoubtedly very impressive.
“The talent market has become very competitive, and employers who wish to attract and retain the best must employ effective and efficient strategies,” said Issa Asad Florida entrepreneur and social media expert. Mr. Asad is the CEO of Q Link Wireless and Quadrant Holdings, located in South Florida. He is also the author of 4 e-commerce and marketing e-books that can be purchased on Amazon.
Here, Issa Asad Reveals How to Ensure You’re Hiring the Right People in 2018:
1. Find out what the requirements are beforehand
It is very important to establish exactly what you want and need in a new employee before commencement of the interview process. That can help you achieve your objectives within the shortest time possible. The recruitment process shouldn’t be used to find out what you want in the new hire. Using the process to gauge what you can only lead to wastage of valuable time. Additionally, the company may fail to identify top talent at the onset.
Hiring the wrong employee can have serious financial implications. A survey of about 6,000 human resource professionals and managers revealed that approximately 30% of employers in the U.S admitted that making the wrong choice cost at least $50,000.
2. Avoid hiring by committee
Conducting a series of interviews can make a candidate get confused and feel intimidated, even when he/she is suitable for the job, especially if the interview panels consist of several people. As a result of the confusion and feeling of intimidation, the candidate can give up.
According to a survey that was recently conducted on about 4,000 employees, job seekers who have bad experiences may never try their luck with that company in their lifetime. Some even go ahead to discourage their friends and associates from seeking employment in that particular organization.
Ideally, the initial interview should be carried out by the most relevant HR or departmental manager, and the whole process should involve not more than three other people.
3. Involve the CEO at the final stages
The company head should only be involved at the final stages of the hiring process. The CEO’s role is to help choose the most suitable candidate by encouraging him/her to join the exceptional team and sharing the company’s vision and mission as well.
The CEO ought to sell the company, rather than interview prospective candidates. Reserve him/her for the closing bit, instead of involving the head in the whole, tiresome process. This strategy makes an employment opportunity look very attractive to the candidate and also allows the CEO to focus on other duties.
4. Transparency is the best policy
Candidates should be offered as much information about the company and employment opportunity as possible. For instance, if you fail to tell the truth about a difficult position, you will easily find a candidate to fill the challenging position, but the possibility of him/her handing in a resignation letter soon thereafter will be very high. Being transparent about the nature of the employment opportunity at the onset is cheaper and also saves precious time.
The strategies outlined above can help you hire and retain the most suitable candidates.