If your business is doing well and, as a result of this, you need to hire a new employee, here are three tips which should make the hiring process a bit easier.
Provide a detailed description of the job
When advertising the position that is available within your company, it is essential to provide as detailed a description of the job as possible. Whilst this will probably be quite laborious, it will save you time in the long run, as it will reduce the risk of unsuitable applicants reaching the interview stage.
In addition to stating which qualifications are required and listing all of the responsibilities associated with the position you're offering, you should also specify what type of traits candidates will need to have to do the job to a high standard. For example, if the role is customer-facing and will involve dealing with customer complaints, applicants may need to be extremely patient and polite and have excellent interpersonal skills.
Use a recruitment agency
If you need additional staff for your business, it is sensible to use the services of a recruitment agency. This will achieve two things; firstly, it will save you from having to plough through hundreds of CVs, as the agency will handle this task for you. This, in turn, will allow you to continue focusing your time and energy on your enterprise.
Secondly, it will spare you the hassle and frustration of having to interview people who are quite obviously not right for the position you are advertising, as the recruitment agency will screen applicants and eliminate those who don't have the essential qualifications or skills that are required before they have a chance to reach the interview stage.
Insist on a probationary period
It's important to be aware of the fact that there is no guarantee that the individual you choose to hire will be the right person for the job. Even if they are perfect 'on paper' and came across exceptionally well during their interview, they may still end up having serious flaws which only reveal themselves a week or two after they have started to work.
If this should happen and you have not included a clause about a probationary period in their employee contract, you will have to go through the lengthy process of issuing official warnings and establishing reasonable grounds for dismissal before you can legally fire them and begin interviewing for a replacement.
As such, it is absolutely vital to have a probationary period of at least a month; this will give you time to assess their performance and determine whether or not they are capable of carrying out their duties to a high enough standard.