WASHINGTON, April 28, 2014 — Finding and retaining the right people for your business is important.
It’s not just about finding the right people to do the work, as companies are becoming increasingly focused on reducing turnover. Addressing long-term goals during the recruitment process becomes necessary, if not vital.
Recruitment requires patience. It used to be about finding the right person for a job. Now it’s about finding the right person that will do the job, enjoy the job, and want to stay and grow with the company.
It starts with the screening process. Each job has its own unique skills and background that must be screened for.
It has been well established that recruiting is important as well as retaining top talent. How can organizations get better at that? It starts in the interview. There are a few things every recruiter can do during the interview process to get better results.
Be consistent in the interview process. The tone of the interview, the intent of the questions, and the information looking to be collected should be the same. It helps determine both cultural fit and makes it easier to see which employees stand out most.
Ask tough questions. The hardest thing to determine is how an employee will handle adversity. Try to determine this by creating challenging scenarios.
Even then, the interview process is not perfect, nor can it be. There are too many variables. Michael Alter, in an article written for Inc., shares the biggest lesson in hiring. To paraphrase, the worst error that can be made is not correcting a hiring mistake quickly.
Don’t be afraid to eliminate employees if they aren’t the right cultural fit. Swift changes can lead to success, or at least help reduce risk. For many successful companies it’s all about having the right people and keeping them.
Jeff Barrett is an experienced columnist and digital public relations professional. He has been named Business Insider’s #1 Ad Executive on Twitter, a Forbes Top 50 Influencer In Social Media and has contributed to Technorati, Mashable and The Washington Times.Click here for reuse options!
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