According to a recent study conducted by Sfera Business and Business Mark, for 68% of companies in Romania, the biggest challenge is finding employees with increasingly specialized skills for the business profile; and for 51% of these companies, a challenge in terms of getting valuable HR employees would be to find people with a business-oriented mentality.
But what happens when you have to find the ideal employee in record time to complete the team and increase performance? Under the pressure of time, the recruitment process can often lead to errors, but it can become more effective if you take our advice into account:
1. Analyze the available job history
The departure of an important man in the company is a stressful time. The pressure on the recruiter to find a replacement as soon as possible is high, and it can be much more difficult task if he does not have the answer to the following questions: “Why did you reach this point?”, “What is the reason why in the last years no employee on this position found stability? ”. Research and analyze the history of this position and, together with the manager of the vacant position, you can find the answer to the question “Why hasn’t it worked so far?”; this is the starting point for a new recruitment process.
2. Put under the magnifying glass the “critical success factors”
Knowing all the specifics of the job available means to recruit effectively. Establish with the manager what are the “must have” characteristics of the potential employee. Besides, do not hesitate to document a little about the “nice to have” attributes of the future colleague. An efficient recruitment actually means finding a person who has all the essential characteristics for a good professional activity, but also a personality meant to add value to the team and the company. Do not hesitate to complete the set of questions addressed to the manager and with: “What characteristics would be appropriate for the new employee in the context of the existing organizational culture?”; “How would the new colleague react to the team?” The answers obtained will help you build the overall image of the ideal employee and will become important criteria in the differentiation stage for two seemingly equal candidates regarding professional value.
3. Define the cost of an unsuccessful recruitment
Short time is the biggest enemy of a recruitment process. In most cases, the employer does not give the recruiter enough time to really find the right candidate. Selecting “fast forward” increases your chances of repeating the process in the near future. Even if the hiring manager is focused on filling the available position as soon as possible, it is very important to present the consequences of poor recruitment in the form of costs. Once the figures are thrown on the table, the situation will take another shape. Only when the manager understands that replacing an employee in record time actually means an increased risk of wasting time and money, will the interest for investing in a rigorous process appear: serious work analysis, proper completion of job description, use of evaluation tools with high validity.
To complete a team without knowing everything about the missing piece is like the employer filling out a puzzle in the dark. Make sure he is aware of the risks and understands that answering all your questions is actually the best start to finding the ideal employee.