The way the job market is at the moment, it’s not uncommon for an entry level position to be flooded with applications within weeks of being advertised. But when it comes to specialist and technical recruitment, you need to know that you are attracting applications from the best possible candidates with a set of skills that you can help them to develop and build upon.
Hiring new employees can be an expensive process when you factor in the advertising, interviewing and training that is involved. Of course, for the right candidate this will prove to be a worthy investment, but hiring mistakes should be avoided at all costs.
Here are a few essential tips to help you make sure that the next time you take on new staff you end up with the best possible person for the job, and that you can keep hold of them.
Identify Your Needs
Keep abreast of what’s going on at the ground level of your business and make sure you’re always aware of any potential gaps in your collective skillset. This will mean that you can effectively be on the lookout for new employees at all times and if you happen across someone who you think would be a perfect fit for your team you will realise it straight away.
Meet the Real Candidate
Skills and experience are undoubtedly important, but you also need to be sure that your new employee is going to fit into your company and be a productive member of your team. Consider the type personality traits, work ethic and all round outlook that suits your business and frame your interview questions so that they uncover a little something of the person beneath the nerves.
Check Their References
Although it’s standard practice for applicants to supply references from previous employers or academics, an astounding number of new recruitments are made without any further enquiries. It is true that many employers will only give you the most basic details relating to your candidate, but at the very least it’s important to confirm that the information they have provided you is accurate.
Use a Specialist Recruitment Agency
By using a recruitment agency you can allow someone else to take care of the initial legwork associated with narrowing down a huge pile of applications into a sensible short list of potential employees. A specialist technical recruiter should have an established portfolio of skilled candidates who are waiting to hear about the latest opportunities in the industry.
Develop Your Training
New employees are at their most impressionable for the first two months that they are with you, so your induction and training process can make or break their on-going commitment to your company. It’s important for your training scheme to be engaging and supportive to ensure that they learn as much as possible without feeling overwhelmed or uninterested. If you can make them feel welcome and valued in the early days then you could win their long term loyalty.
About the Author
This post was written by Nicky Hand. If you’re looking for highly skilled candidates then a technical recruitment specialist like Mane could help to do some of the work for you.