This week on the blog we hear from our friends at Jooble Canada! Jooble Canada is the 2nd largest job aggregator in the world and is talking with us about how to find and hire the right talent as a small business owner in Canada! Scroll to read the full story!
Hiring talented employees is crucial for the success of any business. Especially if your business is small, the professional team ensures not only the company's progress but also its existence and future. However, this process is not as simple and easy as posting vacancy ads on several platforms and recruiting candidates.
Before creating a strong and competitive team as an owner, you need to clearly define the purpose of your business, your starting point, and the path that leads to success.
Here are seven steps to help you build a perspective and talented team:
Clearly Define A Mission And Vision For Your Business
A business mission and vision set the direction of the company. Many people mistakenly believe that only large companies should provide time for such things, while small businesses need a clear definition. To face the competition in an ever-changing environment, you should exactly know what are your business mission and purpose, what you are trying to accomplish, what is your business reason for existing, who are your customers, how your company will serve and satisfy their needs, and requirements, what is your vision, what your company hopes to become in the future. A well-constructed mission and vision clearly express a company’s aspirations.
It is also very important to clarify whether your mission is realistic, motivating, and attractive for talented employees to join your team.
Build Your Recruitment Strategy
The next essential function for the company is an effectively organized recruiting process, regardless of its business model, industry, or activity. As a business owner, your first step should be developing a recruitment strategy for the acquisition of talents and skilled candidates,
What is a recruitment strategy?
A recruitment strategy is a plan that defines and explains the recruitment goals, roles descriptions, and responsibilities, requirements, and value propositions for candidates, terms, conditions, types of competitions, selection process. Based on the strategy, developed a tactical plan, a sequence of actions, a description of steps, which help to fill the team with talented and flexible specialists.
Recruitment goals are directly derived from the company's goals, moreover, they contribute to the company's final purpose.
Create A Detailed Job Description Aligned With The Core Values Of Your Company
A new talented employee is a great opportunity, a larger pool of skills and capabilities to grow your business. Before you start searching and attracting qualified candidates you have to write a concise and compelling job description that should outline the required education, knowledge, skills (hard and soft), abilities, and experience for the position, including the job title and job purpose, a clear description of the duties and responsibilities, working conditions, application deadline, information on how to apply.
By Using The Right Platforms Find Potential Candidates Including Freelancers And Interns
To find talent in a short time, you need to use all the platforms. The latest technologies allow you to find a large number of candidates from all over the world in one ad. Using online job boards, social media platforms, groups and communities is a great way to find the best candidates that meet your company requirements and values. This way of looking for employees also makes it possible to find freelancers working with a more flexible schedule and a lower salary.
Prepare Situational Judgment And Job Knowledge Tests
You will get many promising and strong resumes after posting a vacancy announcement. But to find future talented employees from the large groups of candidates, before an interview you can organize Situational judgment tests (SJT) which is one of the serious parts of the hiring process now.
What is a situational judgment test?
SJT presents candidates with a variety of situations and scenarios, that they might experience in the job for which they are applying. It includes multi-choice tests on logic, psychology, quick orientation, problem-solving, effective time management, prioritization. The answers to these questions help to assess better the candidates' capabilities and suitability for the vacancy.
Create An Effective Interview Structure
Hiring the right person for the job is a responsible and difficult process. Before you meet candidates face-to-face, you need to prepare relevant questions. But to have a professional and productive conversation, first of all, you need to create a psychologically comfortable environment for the candidates that help them express their thoughts freely, without tension and stress.
Try to be friendly, calm, polite, positive, and respectful. Ask your questions without irony, unnecessary comments, criticism, assess the potential of the candidate correctly. Choose such situational issues related to the position that helps you to determine the best candidate for the job. And also, you should understand that the interviewee also makes the choice, so the interviewer must present the company as well as possible to make it attractive for talents.
Choose The Best Candidate From The Best Without Rushing
To select the best candidate, should be clearly defined and developed objective evaluation system and employment criteria. Before making a final decision, if there are some disagreements among members of the commission, it would be better to conduct a second interview.
Of course, sometimes it seems impossible to find an ideal, talented candidate, but they exist, it is possible to find them only without haste, as a result of organized work.