In my many years of experience, I have found that, when it comes to their position on recruiting and hiring, most businesses fall into two camps. There are the businesses that find themselves behind the proverbial 8-ball, faced with hiring needs and decisions that seem to come out of the blue, and with little in place to aid them in hiring at the breakneck speed required.
And then there are the companies that have put together and maintain job descriptions and postings ready to be deployed when the circumstances arise.
Which camp are you in? Is your company proactive and prepared for the inevitable recruiting and hiring process, or does a small amount of chaos erupt whenever hiring must commence. Clearly, for most businesses, being proactive and therefore relatively stress-free is the desired strategy.
Here are three things you can do proactively so that you are prepared and ready to take action when a position must be filled:
It’s difficult to recruit and hire for a position when there isn’t any clarity or definition about the position; this must include the skills and competencies required of the person that takes the job. Detailed job descriptions should be created by Human Resources and approved by Departmental Managers to ensure that any core duties and responsibilities have not been overlooked. The job descriptions should be reviewed regularly so that they can be revised to reflect any changes that might have been made to the job itself. It is certainly easier to make revisions rather than develop a job description in its entirety when you are pressed for time.
Regardless of whether your company enjoys excellent employee retention or turns over its staff with some regularity, there will come a point when every company must bring in new employees. Recruiting and hiring new employees can be time consuming and costly. The goal of an effective onboarding program is to ensure that all new hires are made to feel welcomed into the company, familiarized with the social aspects of the firm, and receive the job training and education that will enable them to be successful in their position. It takes time to create an efficient onboarding program and should, therefore, be prepared in advance of new employees walking in the door.
Regardless of how prepared and proactive you are in your recruiting and hiring processes, HR challenges can and do occur. An existing employee may decide to leave without warning or you have the opportunity to increase headcount, but you can’t find that “perfect” employee. In all situations, work must go on despite HR “hiccups.” When you cross-train your employees there is less chance of a disruption in productivity and workflow while the recruiting and hiring process commences. (Of course, there are many additional benefits to cross-training.)
Since employees are the engine that keeps an organization running, it is important to have successful recruiting and hiring experiences. Being proactive gives you the time to identify and bring in the best candidates that will ultimately lead to a first-rate new hire.
For further discussion or comments, please contact Gail L. Trugman Nikol, President Unique Business Solutions, email@example.com or call (516) 935-5641.