How to find the right person for the job? – this is a question which many CEOs asked. Looking for a new employee isnโt easy. Looking for a candidate, the recruitment process, choosing the right person, and many other steps may be terrifying, especially when you do this without specialist help.
This article shows you how to find the right people for your business.
Where to find potential candidates?
The first problem, which may make recruitment difficult, is publishing a job advertisement only on your website and local services. If you want to find a great person for your team, you must put a little effort into that.
Social media
Firstly, you have to find the right place. Use popular social media and add your job offer there. Many specialists use LinkedIn, Goldenline, Instagram or Facebook. On the Internet, there are platforms dedicated to a specific profession where you can find the right person for the job. Thanks to them, you can add your job offer or look for employees. When you decide to put your offer on some platforms, make sure they are trustworthy and popular with people looking for a new job.
Collaboration with universities and good PR
Social media or recruitment companies are not the only way of looking for new workers. Itโs worth taking into consideration cooperation with universities and career offices. Thanks to that, young and creative people may find your company and wants to work there.
A good PR of a startup may also get many advantages. A great workplace, happy employees, a positive atmosphere and brilliant opinions from workers about the company create a good PR which may attract potential candidates.
Recreation and selection
The start of the recruitment process and collecting applications is just the beginning of looking for a good employee. The most crucial moment is an interview, which allows you to see if the person has the right qualifications for the job.
After the invitation to the interview, your job is to assess their competencies accordingly. There exist diverse approaches for this purpose, ranging from casual discussions and straightforward inquiries to job-specific assignments, and even what are commonly referred, to as unconventional queries. The initial pair of methods enable us to gauge one’s factual expertise, abilities, and vocational proficiencies. However, what about queries that veer away from conventional scenarios? Through this avenue, you can more deeply acquaint yourself with the latent qualities of a prospective employee.
How to check the candidate?
Assessing a potential worker’s suitability for employment is a complex task that demands recruitment experience – this is why professional recruiters are increasingly sought after. Nonetheless, understanding how to effectively evaluate a potential employee remains valuable. It’s important to highlight that the once-common practice of consulting with previous employers is prohibited by law. The implementation of GDPR has restricted the sharing of information about employees, including past ones.
The foremost and pivotal aspect involves skillfully engaging in conversation with the candidate. Thoughtfully posed questions can unveil the candidate’s character and potential workplace behaviour.
The recruitment process isnโt easy. Solid preparation may make the whole work easier. If you do not know how to start or do it right – use a specialist who help you with this task.
If you have any other questions connected with startup or outsourcing, contact us! Visit our YouTube Channel and listen to our podcast Startup Stories, where the CEOs of startups share their experience!