Employees are an essential part of the functioning of companies and contribute to business development. In this way, care when hiring an employee is essential for the management of the organization, regardless of size.
This happens because making a mistake when choosing new team members can negatively affect the company’s organizational climate. Still, the wrong one will entail the need to deal with new costs in hiring and training hires of another employee.
Thinking about it, this article has 7 practical tips for you not to make a mistake when hiring an employee.
The importance of selecting company employees
Having good employees is indispensable for companies that seek to mature their operations and reach new levels of development. After all, they are the ones who will put the organization’s strategic plan into practice, in addition to performing tasks relevant to the operation of the business.
Therefore, the process of recruiting new team members is one of the most important steps in operating a company. It is necessary to find talents that, in addition to technical skills, align with the purpose of the organization.
Also, the good selection of new employees helps to reduce the company’s costs . This happens because the entry of members in the team requires investment. After all, professionals need training for functions and time to adapt to the position and tasks.
Thus, when the recruitment process does not bring in the right talent, there is an increase in company turnover. That is, there will be new costs with training and qualification — which can impact daily productivity.
7 tips for not making mistakes when hiring an employee
Now that you know how important it is to select good employees, it’s worth understanding how not to make a mistake when hiring.
Next, follow 7 tips to succeed in recruiting employees for the company!
1. Define the professional profile you are looking for
The first tip for not making a mistake when hiring is to define the profile of the professional you are looking for. In this case, it is interesting not to limit yourself only to the technical skills for the job and also to consider other personal characteristics of the candidates.
This happens because each person has different personalities and not everyone can adapt to the reality of the company. Therefore, it is essential to choose a collaborator aligned with the organizational climate and the purpose of the company .
Then find out what skills the job and the company require in addition to technical ability. In this way, the chances of making good choices increase.
2. Advertise the vacancy in detail
The stage of publicizing the vacancy is also important when hiring employees. After all, it will be through it that potential candidates will find out about the opportunity and will be able to forward their resume to participate in the selection process.
Therefore, pay special attention to the timing of the vacancy presentation. It is worth showing details about the position, what tasks will be performed, what are the skills of the desired professional and what profile the company values.
The presentation of information in this way makes it easier for candidates to understand the vacancy. With this, the human resources sector can receive more aligned curricula and conduct more efficient selection processes.
3. Analyze the resumes received very well
Having arrived here, you already understood that disclosing the vacancy in detail is essential in order not to make a mistake in hiring. After all, people with less alignment with the opportunity tend not to apply.
However, this does not mean that the analysis of the CVs received should not be judicious. Even with the greater number of suitable candidates for the vacancy, the more complex the HR screening job can become.
In this scenario, it is worth making deeper analyzes of the materials forwarded by the candidates. The objective is to filter those with more adherence to the opportunity.
4. Ask the right questions
After analyzing the resumes, there is the advance to the interview with the selected candidates. The step will be crucial to hire an employee with the desired characteristics and make a strategic addition to the team of collaborators.
Therefore, it is necessary to be careful to ask the appropriate questions. Excessively vague questions or with information already present in the curriculum will not bring data that facilitate the selection, polluting the process.
So prioritize asking questions that bring the opportunity for candidates to stand out. In addition, seek to create a welcoming atmosphere during the interview to generate more fluidity in the conversation.
5. Introduce the company to candidates
Another interesting point during the selection is to present the company to the candidates. Talk about what the organization’s projects are, what the organizational climate is like and what is expected of them if they get the job.
The moment helps to make the interview climate lighter and align expectations. In addition, candidates may become even more interested in the opportunity and engage more intensely in the selection process.
6. Keep the selection process organized
It is also pertinent to pay attention to the assembly of the entire selection process. Clearly define the steps so that HR knows exactly what to assess in candidates at each stage.
Long, disorganized processes are detrimental to both employee selection and the candidates themselves. They also considerably increase the chances of making wrong choices due to the lack of clear criteria for the decision. So create a good framework for the process.
7. Invest in strengthening the organizational climate
Finally, consider that hiring employees is not just restricted to selection processes. The process is part of a daily work that started with the strengthening of the company’s organizational culture.
When the business has a healthy work climate and values the well-being of its employees, its chances of retaining good talent increase. Therefore, there will be a decrease in costs caused by high turnover.