As a business owner, you’re not going to have a lot of success unless you bring on the right team. Not having a team member who is the right fit can lead to a variety of issues, from being unable to perform assigned tasks properly to causing potential friction within the team. On top of issues with the work that they do, each employee that you bring on represents a significant time and money investment for onboarding and training. Not only do you use that if an employee doesn’t work out, but you need to pay that again when you find a potential replacement. So, when you’re compiling those PERM recruitment ads, here are some of the traits you want to try and look for.
The Best Fit
One good place to start is making sure that you have employees with the necessary talent to do the job. This may sound a bit obvious, but it can be more difficult than you think to find an employee with the skillset to do everything you need, especially in smaller businesses where some people may be wearing multiple hats. As a result, along with looking at past experience and education on resumes, you may also want to look for employees that may be a good candidate for on-the-job resume to fill out some of the skills they need to do the job possibly.
Equally important here is making sure that the ideal employee you have is a good fit for your company culture and vision. This not only means espousing these traits outwardly, but being able to buy in as well. Immigration labor advertising should communicate traits of the company culture to try and draw in those employees with similar alignment. You also want to back this up with solid interview questions, perhaps asking about examples of them exhibiting some of these traits.
One thing that goes hand in hand with this making sure that your ideal employees are able to work well with others. Even an employee with good talent can be a net negative to the team if they are constantly draining at the morale of their coworkers and fellow team members. Ideally, you want to take a look at your potential candidates early on and see what types of jobs that they’ve had. Even a job like retail can be a valuable sign showing that your potential candidate is able to work as a part of a team.
To close the conversation, you want to make sure that you’re hiring people with proper integrity and honesty. This is the type of thing that can be difficult to properly check out in a resume, but it’s important to understand. One dishonest or unethical employee can tank a business’s reputation overnight. Also, you want to make sure that your ideal candidates are motivated. This is especially important for small businesses where you may need to go above and beyond in terms of your job description.
The Process
Effective immigration advertising is only one part of getting your ideal employee though. Your company also needs to do its part during the onboarding process. So, how can you improve the way that you bring on proper employees?
One key way to start is with your interview process. As the relationship between employee and employer is evolving in the modern workplace, an interview is no longer a one-sided appraisal of the employee. The top candidates that have a variety of different workplace options are also going to be interviewing your company to see if it’s the best fit and opportunity for them. As a result, you want to do you research to be able to answer questions that they may have regarding company culture, compensation, and even growth opportunities.
Hand-in-hand with this goes being able to talk properly about company culture. Communicating the standards you need is essential to make sure you don’t bring on an employee who doesn’t work out later on. In addition, you need to be careful when it comes to talking about compensation. In an initial interview, you may not be talking about compensation right away. However, if you’re offering a rate below market value that doesn’t match with expectations, waiting until the 3rd or 4th interview to talk about that is wasting everyone’s time. Understand what you can negotiate on and where you can’t.
Make sure you’re transparent when it comes to how long the hiring process will take as well. If you need a few weeks to give a final confirmation, this can be fair, but you want to make sure expectations are clear as well.
Another thing you can do during this stage of the process is making sure that you’re working to offer a personalized experience for potential employees. For example, one recent survey showed that one out of 3 modern workers places professional development opportunities as a priority when picking a workplace. Make sure that you think about what types of indirect compensation you can offer, like professional development or flexible workplaces. In some cases, these may help give you the edge over a larger company for the world’s top employees.
As a final point, when it comes to that perfect employee, there’s a good chance that you’re not the only company out there having come to that same conclusion. As a result, you want to make sure that you act decisively when it comes to hiring ideal candidates. If you take too long to work on things, your ideal employee may end up being taken by another company they are talking too. To make sure that this doesn’t happen to you, it’s a good idea to make sure that you block out time on your company calendar to make sure that you handle all the necessary tasks in working with your employees.
