ReactiveProactiveThe employee hiring process is one of the more critical aspects of running a successful business. As a business owner or manager you need good employees to address critical business needs. And yet most everyone treats hiring as a necessary evil only to be done when it is absolutely necessary.

Adopting a different philosophy about recruiting and hiring employees can provide the edge necessary to get the best employees, faster and for less money.

Start by understanding what employee hiring is all about. Think of hiring as an on-going process designed to develop a cadre of qualified candidates. There are two key take-away from this approach.

First, the search for new employees needs to be an on-going process. Continue to fill your talent pipeline. If you hire only when a position is open, you will always be in a reactive mode. The best analogy I can provide is to think of hiring and sourcing just like selling. You are always on the lookout for new sales opportunities. The same holds for efforts to hire great people. Filling the talent pipeline.

Second, you want a choice of qualified candidates. To have qualified candidates it is necessary to understand the business needs and what skills and behaviors will be successful in your environment.

Knowing what to look for and relentlessly trying to find those people are the keys to successfully recruiting and hiring top employees.

Now that you understand the correct philosophy, your next step is to develop a strategy for Hiring and Sourcing your team.. How much money to spend on your recruitment, where to look, who should do the hiring and the hiring success metrics are just a few of the issues covered in a good strategy.

One absolute guarantee is that there is no one best source for sourcing candidates. The hiring resources are only limited by the imagination. Successfully attracting the right people involves using multiple sources. There isn’t one single source that works all the time. Just remember placing an advert on a job site and sitting back isn’t the answer now. This may have worked for your office but today we have Social Media tools that get information out there now and referrals where people will talk about their experience with XYZ your company, especially on how they were interviewed previously or if they know of someone who loves to work in your organisation.

Part of the hiring strategy is to decide how best to deploy resources. online postings, head-hunters, etc. are all legitimate hiring sources but your specific situation will determine which is best.

Finding and attracting top employees is not free. There are costs in money, time and resources. It is too easy to throw a bunch of much money and time at hiring without a return.

Finally, there are a number of options out there available to help with hiring. These include head-hunters, search firms, talent specialists in your industry, these should be people that specialise only in your industry and sometimes only in that particular position.

The conclusion is that you cannot leave your employee hiring to chance. Plan your activities, measure the results and have an on-going strategy to keep the talent pool filled.

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