Finding the Right Employee – or Which Personnel Decide Everything
"Personnel is everything" - the authorship of this phrase is attributed to either Bismarck or Stalin, but there is no doubt about its accuracy. A good team can do a lot. Business owners and directors agree with this statement and often ask to select not just professionals of a certain qualification, but to find "their" people.What difficulties does a recruiter face when selecting personnel ?
1. The customer lacks a clear understanding and formulates his requirements inaccurately.
A correctly compiled profile virtual phone number service of the competencies and personal qualities of the required employee is the key to success. When describing their requirements, a potential employer may fall into the trap of vague wording. For example, many vacancies include the word stress resistance. But what exactly is meant? Here are just a few options:
· the person communicates evenly with colleagues and does not lose his temper in work disputes;
· does not lose effectiveness when there is an acute shortage of time;
· he is not demoralized by aggression from the client;
· able to work under pressure from management;
· feels good in multitasking/monotonous work;
· adapts well to business trips to other time zones;
· will not get sick or fail as a result of a difficult work situation.
These are all signs of stress resistance, but an employee who calmly endures aggression may not be able to quickly adjust to another time zone. One or several signs do not guarantee the presence of the others. Conclusion: it is necessary to describe in detail what qualities the candidate should have. It will be much easier for a recruiter to check a specific parameter than an abstract generalization.
Examples of clarified wording:
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“teamwork” – change to “ready to help colleagues, share experience”;
“customer focus” – we change it to “has the qualities and skills to work with clients” and list them point by point.
2. Don't draw conclusions about a candidate based solely on his past experience.
Finding the Right Employee – or Which Personnel Decide Everything. Photo 2
It is not enough to find an employee who has previously performed certain duties. It is necessary to assess how his qualities will be perceived in a new place. A proactive employee in an authoritarian company may be considered unmanageable or disrespectful of the existing subordination.
It cannot be said that the candidate's past experience and success rate guarantee a similar result in a new position. When selecting personnel, it is worth spending more time modeling the potential behavior of the applicant in the conditions of a specific organization, then the probability of an accurate assessment will increase significantly.
3. It is necessary to take into account the compatibility of the new employee and the manager
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Recruitment is not limited to finding candidates with specific professional skills; it is important to take into account temperament, as well as so-called soft skills - flexible skills that are not related to a specific profession, but affect the quality of work performed and career (organization, communication skills, creativity).
A person has a whole set of qualities, and one manager will be impressed by them, but another will be irritated by them.
The manager's negative attitude towards the applicant should not be ignored, even if it is an intuitive "I don't know why, I just don't like it." Subconsciously, he will look for shortcomings in the new employee and, undoubtedly, he will find them.
In an isolated case, it is easier to find another specialist, but if the problem becomes systemic (most people are not liked), you can suggest that the manager work on this issue with a coach.
4. When recruiting, it is important to remember the company's life cycle
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According to the matrix developed by the Boston Consulting Group, the life cycle of an organization is divided into stages:
"Difficult children" - the initial stage of development. Characteristic features: high degree of uncertainty, lack of guaranteed success, great efforts are required, there is no clear division of responsibilities and expressed subordination - "everyone does everything".
"Stars" - rapid growth in sales volume and market share. Characteristic features: grandiose goals, a lot of new information that requires immediate processing, a rapidly growing number of employees, which causes conflicts and problems. Example: a company engaged in wholesale trade introduced a night shift for employees who processed invoices. The day and night shifts very soon began to seriously conflict over work places, one person sat at the same desk during the day, another at night.
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