For a small enterprise, the recruitment of any new employee is exciting and challenging. The prospect of hiring someone that can bring value to the company and a wealth of skills is thrilling. However, hiring the wrong person can create difficulty within the business and can quickly lead to tension within the staff. Once you have identified the staff you may need for your company, you should take the time to begin a careful recruitment process. Here are some top tips which will help ensure you pick the perfect candidate for the role.
Headhunt
If you have competitors who are consistently outperforming you, then look at their teams. Who is adding the most value to their workforce? Be prepared to reach out to these employees and make an offer of employment. You may not be able to up their salary, but the chance for a challenge or the offer of more flexible working patterns may be enough to tempt them to your organization. Think creatively about headhunting as well. You don’t need to hire from within your sector. For instance, someone working at a fantastic publishing company might be brilliant at telling a story and therefore be just the right fit for your next marketing campaign.
Research Your Candidates
Most candidates for a job will have a career and online history. Using osint specialists will allow you to look at a candidate profile and get an insight into their lifestyle and work rate. This is especially crucial if the candidate might be representing your brand. You do not want your company to become embroiled in scandal if your brand representative has extremist views. The public’s trust in your company is precious, and you should protect it by only hiring employees with a good track record and responsible social media messaging.
Offer A Trial Period
When you come to making an offer of a contract, always allow at least a six-month probationary period. This time allows both you and the employee to get to know each other and to ensure that they are capable of performing to the standard you expect. The probationary period also allows them to ask for any adjustments that might make them happier within the workplace. This is vital for employees who may have additional accessibility needs. The trial period is not about testing the employee’s capability. This should be ascertained at the interview stage. A trial period is more about ensuring you are the right fit for each other and that they will settle in well with the team.
Leave Wiggle Room In Your Offer
Finally, remember that a contract is a negotiation, just like any other business deal. If you have found the perfect candidate you do not want to miss out on them because you cannot increase their salary. Always leave the room with your initial offer, so that you can boost the salary if they ask for this. The wiggle room might also be useful in retaining the employee in the future as you can offer the increase in salary as an incentive further down the line if the employee is working well for your company.
