In general, recruiting and retaining staff becomes more problematic as the economy develops, as more jobs appear on the market and employees are more willing to take the step of finding a new job. This issue is especially relevant and painful for small businesses than for large corporations.
Small businesses in Georgia quite often find themselves in a paradoxical situation. Despite the high level of unemployment, when a company needs to recruit new staff, it constantly faces the following problems: either very few candidates respond to its vacancy, or a large number of resumes arrive, as a result of which very few real candidates remain and in the end, no one may be selected.
There have also been cases in companies where a candidate who was called to the workplace after an interview did not show up; or maybe he showed up, but changed his mind about working there within a few hours or a day. Then the round of personnel selection starts all over again. (It is worth noting that this latter problem mainly concerns vacancies announced for entry-level positions.)
Small businesses are asking themselves, what are we doing wrong, or what should we change to avoid the same situation?
The good news is that it is indeed possible to improve the recruitment process, which will reduce the unpleasant situations described above and save companies time and energy.
There are specific steps and methods that every employer should focus on when selecting staff.
Small businesses are asking themselves, what are we doing wrong, or what should we change to avoid the same situation?
Corporate culture
Always remember that for an employee, along with salary, it is very important what kind of environment he works in, who his colleagues are, what are the employer's values, how much the company values the staff and their work. The better an employee understands and agrees with the company's culture, approaches, and values, the longer he remains loyal to the employer.
Who are we looking for?
First of all, accurately determine the need, why and for what position you need a new employee, and what should he or she be like? Based on this, clearly formulate the job description and duties. Indicate only the experience that is actually needed, do not exceed the requirements. The job description should be written in such a way that the candidate does not have wrong expectations.
How do we select a candidate?
It is important to develop a standard application form and only accept resumes that are filled out in your form. This will prevent unmotivated resumes from being sent to you and will make the initial selection process easier.
As a result of the initial selection, create a shortlist of resumes, with a minimum of 5 and a maximum of 12 candidates.
First contact and selection
The first interview with a candidate seems like an easy task at first glance. However, many companies make the mistake of not preparing properly for the interview. There is no more important step in the selection process than the interview with the staff. Therefore, prepare especially for the first meeting with the candidate, develop a special questionnaire, assign a score to each question, so that at the end of the interview this document serves as an objective assessment tool.
The interview must be attended by a representative of the human resources department and the immediate supervisor to whom the employee will report.
Find a common language with the candidate, try to learn as much as possible about his/her personal qualities. During the interview, be sure to explain to the candidate in detail what work he/she will have to do and in what environment. Do not create a false impression on the candidate.
Give the candidate the opportunity to ask questions and express their opinion, ask about their goals and expectations, and make sure they align with your company's goals and expectations.
New employee integration process
You've made a decision about selecting a staff member and think that's the end of it? You're very wrong. After that, the candidate's integration process begins, which can last up to 1 month.
The first meeting with a new employee at the workplace is one of the defining moments in whether a candidate will stay with your company long-term. Therefore, it is essential that the welcoming employee is prepared for this day.
Develop a new employee guide that outlines, by position, what the new employee's integration, training, and adaptation to the company should include. The incoming employee must follow the steps and rules outlined.
An employee’s first day at work should be as positive and easy as possible. This day provides a good opportunity to show the new employee your organizational culture and its compliance with work practices. Introduce the new employee to everyone and familiarize him with general work rules, such as vacation, health insurance, breaks, lunch, etc. Give the candidate the opportunity to observe the work processes for himself.
The next stage is dedicated to employee training. The training phase lasts about two or more weeks, depending on the specifics of the job. This phase is crucial to how well the new employee will cope with his tasks and how successfully he will lead his new role. During training, be sure to pay attention to the candidate's skills and reactions. Use different teaching methods, which will make it easier for the new employee to master the job. Create a free environment where the candidate will have the opportunity to ask questions. Do not overload him with too much information and work, be pragmatic. On the other hand, during training, you are given a fairly good opportunity to observe the candidate's technical or mental abilities and his personal qualities.
If the training phase is successful, the candidate will already be transformed into a new employee. It is necessary to define clear priorities and tasks for the new employee. The new team member must definitely know what he is responsible for. It is important to make sure that the new employee will cope with the tasks facing him and his expectations are in line with the current situation.
Long-term cooperation
If the above-described recruitment process goes well, meaning that both the new employee and the employer are satisfied with the results of the selection, it can be assumed that you have selected an employee who will stay with you in the long term. Of course, long-term cooperation comes with many other prerequisites, but you can safely assume that the first difficulty has been overcome with a successful selection method.
