King, give me a soldier!

i.e., the masterstrokes of staffing

Do you know how to avoid staffing problems in your company? Very simply, don’t employ an incompetent, inappropriate person. 😀

This may sound funny, but believe me, the best way to prevent future staffing problems is not to include an incompetent or destructive employee in your company’s organization.

That’s all right, you can say that, but how do I know who’s what, because everyone in the job interview has the best face. That’s right, but with an experienced staff, common foreign term, HR, chances are you can spot and filter the right staff for you. One of the most important members of your business is the HR professionl. Pick him up first, not the other coworkers. And if you can’t afford to have your own “staff”, hire an external service provider. It’s not cheap, but trust me, it’s worth it. Most service providers work with a guarantee, i.e. if the employee of their choice does not work, they will broadcast another employee to you for free. Be sure to check the conditions for this with your service provider in advance.

The ideal picture

If you don’t know who you want to employ in your business, you won’t be able to find them. Whether you’re looking for a future colleague through a job ad or a staff provider, be as specific as you can about the professional and personal competences you’d like to see. And these terms, please write them down for yourself. This is one of the most important steps, because the more specific your expectations are, the more the right candidate will find you. If you’re already looking for a new workforce for an existing team, consider fitting in with the group.

The good job advertisement

It includes the name of your business and the position you’re looking for. The most important of the criteria set out in the previous point is to indicate 5-6 points in your job ad as your expectations. All of them be simply, concisely, understandably worded. Do the same for the terms you offer. Never forget to highlight the strengths of your business, as it will make it an attractive place to work for jobseekers! Be proud of your business, but never claim to be untrue. The goal should not be to have many people apply, but to have the right people apply for your ad. This will save you a lot of time in the future.

Who should I invite to a personal interview?

If you don’t have to, never compromise. If the applicant doesn’t meet one of your most important criteria, don’t spend time with him unnecessarily, he won’t be your man.

Invite people whose applications meet all your main criteria. Many employers take the opportunity to search for the applicant’s profile on each social media page, plus obtaining information from there. In many cases, this may prove useful. Telephone pre-screening is also a working method, in many cases a phone conversation can tell a lot about the person’s style and personality.

If you don’t have to, never compromise. If the applicant doesn’t meet one of your most important criteria, don’t spend time with him or her unnecessarily, he or she won’t be your man.

Invite people whose applications meet all your main criteria. Many employers take the opportunity to search for the applicant’s profile on each social media page, obtaining plus information from there. In many cases, this may prove useful. Telephone pre-screening is also a working method, in many cases a phone conversation can tell a lot about the person’s style and personality.

Conduct of the interview

The job interview isn’t the time for five-hour tea or fairy tales. The first discussion should not be long rather effective with purposeful questions. We’re not looking for a buddy or a social worker, we’re looking for a colleague. At this selection stage, therefore, personal sympathy should not be decisive, but the candidate’s productivity in the post for which we are looking. Feel free to ask specific questions about this at the beginning of the interview. E.g.: How many workpieces did you make in one shift? From his or her answer, you will be able to measure whether your candidate’s productivity meets your expectations. Also give the candidate a chance to ask questions and note the type of inward flow based on his first questions (how much is the salary, how is the working time, how to take time off, etc.) or outward flowing (what the specific task is, what tools they work with, what development opportunities there are, etc.). The outward-flowing type is going to be your guy.

Should I take on a good professional or a person with a good personality?

Both are equally important, but if you have to choose, choose a candidate with a good personality. You’ll find it easier to develop him professionally in the future, while a staff member with high skills but low human values will destroy your business.

 The importance of the reference check

If the applicant has convinced you during the interview, feel free to contact him for a reference check. The purpose of the reference check is to verify the veraity of the applicant’s performance and to ensure that the reference person should always be the manager of the former or current direct workplace. Anyone who has nothing to hide will provide the contact details of the reference person without objection. Don’t ever miss this step!

Professional and personality tests

The recruitment process of some employers includes the filling of various professional and/or intelligence and personality tests with the applicant. This is not cheap, but it can also provide decision-makers with extremely useful information. In the case of management jobs, it is almost an essential part of the selection process. Of course, it is always necessary to inform the applicant fully in advance of the purpose of the test and to comply with the data protection rules. The tests should always be evaluated by a specialist.

Things to do before your new colleague gets to work

If you have reached a mutual agreement with your chosen prospective co-worker, do not waste time, get the necessary personal data as soon as possible and prepare the necessary documents for your employment: employment contract, job description, briefings, etc. If the signature also takes place long before he or she goes to work, it will give the future staff member security, confidence and good feeling. Also, remember the mandatory work aptitude test, which is an essential condition for the employment of the staff member.

Introduction and posting of the new staff member

Wait for the new staff member’s first day on the job as prepared as you expect from his or her. Generally a direct manager at work, in the case of a smaller company, the manager will personally welcomes and present him or her to his future colleagues. Prepare his or her workplace, you have to ensure the tools and conditions for him or her to work from the very first moment. What you promised in advance during the interview, always fulfill! It’s fair and it creates the basis for your legitimate expectations.

If it has not happened before, this is the right time to set specific expectations for work. If you have experienced colleagues who can help you integrate and learn a new associate, leave them with a mentoring task for the probation period. Trust me, both sides will feel respected. The right reception, the first impressions can determine the mood and emotional attachment of the co-worker even for a long time.

Summary:

It all starts with a good selection: always put the right person in the right post.

Have a concrete idea of the candidate.

Make as few compromises as possible during selection.

Always choose a productive colleague, sympathy is important, but not decisive.

Always trust a candidate with high human values and check the information received during the reference test.

If necessary, test the candidate’s professional and human competencies.

Always be prepared to receive the new colleague and keep what you promised him during the selection process!

Preview of the contents of our following post:

What problems can virus workers cause in your business organization?

How become healthy workers infected?

How can you see as a leader that your organization is sick?

How a good leader handles staffing problems?

How can you prevent the disease?

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