Whether you are running a small business or the human resources department of a corporation, there are many factors to consider when you are thinking about offering employment to a prospective candidate. Here are some things to think about before filling your available position.
One of the important things to think about when looking at your candidates is their availability, as well as when they are willing to work, such as weekends or holidays. Scheduling, especially in a business that relies on flexibility, is extremely important. Be sure to ask your candidate to be thorough about when they are available on a weekly basis, and how willing they are to pick up extra shifts if they become available for incentives such as overtime. The best candidates are those who are flexible and are able to come in to work extra hours if needed. Additionally, asking about possible issues with the specified hours, and how to work around them, will start the relationship off on a transparent note.
It is standard for businesses to run background checks on new recruits, and the results of these employee background checks are often deciding factors as to whether they will be offered the job. Depending on the results of the background check, it could mean that you can still hire the candidate on a probationary basis. You will also have to consult company policy, such as whether you will hire someone who has misdemeanor offenses but not someone with felony offenses. Either way, background checks are a useful source in the hiring process to determine eligibility and weed out undesirable candidates, so that you do not have to waste your time with someone who will not be able to work for you.
When you are looking for a replacement or creating a new position, it is integral to see how many of the job qualifications that your candidate matches up with. The majority of your candidates w If you find a candidate that matches your key qualifications, you can always make compromises such as being willing to train them on other parts of the job. When thinking about qualifications, consider factors such as whether or not the candidate is familiar with the software the company uses, how adept they are at learning and applying new skills, and soft skills like communication, organization, and creativity.
With the changes that have been occurring in the workplace over the past few decades, company culture is becoming one of the most important features for employees and managers. It has been shown that employees work better within a company that has the same values as they do. Workers that mesh together are more productive and are also more happy when they come to work every day. Having similar goals and career aspects can be a good way of finding out if a candidate will fit in well with the culture of your business or company.
Especially if you are looking for a person that will stay with your company for a long period of time, you will need to ask what their overarching career prospects are. For example, if they want to gain some experience before moving on, and you want a candidate who will grow within the company, it may not be a good match. Making both of your preferences clear at the beginning of the interview can save you time and give you leeway to interview other candidates if necessary. The best candidates are willing to grow and change with the company, and are excited to take on a role that could lead to future opportunities.
When you are interviewing a candidate for a position, it does not have to be a difficult process. With these tips, you are sure to be able to find the right person for the job.
Publish Date: November 30, 2019 4:14 AM