As a business owner, you want a team that you can count on to get the job done while you focus on other things. Management of any large corporation will tell you that finding good, loyal talent is hard. Take the time to develop a recruiting process that is constantly looking for people with the skills you need and the motivation to work for you. A good process not only finds great employees but saves you time and money on replacing and training new people
How Jooble helps to achieve this:
- It is essential for us to be aware of all current jobs available, no matter what country they are advertised in or what job boards, corporate websites, social networks, and newspapers they are posted on.
- We create simple and intuitive tools for people that help them find jobs that exactly match their skills, knowledge, and place of residence or other relevant criteria.
- We strive to provide any valuable information on the future workplace to our users, which help them to decide whether a job is suitable for them.
- We eliminate technical obstacles (e.g., extra mouse clicks, technical complexity or unnecessary intermediaries).
What we are guided by in achieving this goal:
- We make decisions based on metrics and data analysis. To help us make the right choice, we care about the data purity. We are familiar with our sources of metrics and know exactly what they measure.
- At the same time, we realize that the data and metrics are generated by people. Therefore, we do not blindly believe in all the figures that we collect, but instead, we use analytical and critical approach to examine the data, ready to identify and make efforts to correct any discrepancies.
- We understand that the best way to make the right decision is to create an experiment. Our personal opinion rarely coincides with the opinion of millions of our users – we let our users decide which option or feature works best for them.
- We respect our users. If the behavioral factors of our users differ from what we expected, that is not their fault, but ours as we did not understand their needs.
The way we work moving towards our goal:
- We trust and respect people we work with; we are ready to listen to the opposite point of view and can put ourselves in the place of another person.
- We independently take the initiative to work on new assignments; we do not wait a moment until someone tells us what to do. We individually search for new tasks to work on, assess their possible impact on the company, and start working on the most important one.
- We invest all our energy and passion in our work; therefore we are continually searching the answer to the question: “What else can be done better?”
- We are the main reason for what is happening to us. Therefore, we take responsibility for all our decisions and results.
Finding Quality Candidates
Having good quality employees is the number one goal for any employer. Establishing a job description and advertising in places where you know you will be able to attract people with the right set of skills is the first step. It’s important to identify which tasks you need the recruit to complete and whether or not you are capable of training them. For example, a plumber hiring a bookkeeper isn’t going to want to train a bookkeeper on how to do the job.
Research how competitors pay for the same job and the types of benefits that they offer. Many good employees will actually choose to work for an employer paying a little less if there are benefits such as health or retirement plans. Get a feel for the market, establish a budget and seek a candidate that meets the skill requirements for the job and pay them accordingly.
Save Training Time and Money with Proper Selection
Go through a systematic set of questions and even skills tests to determine if candidates are able to fulfill the job needs. This helps establish confidence in knowing that you have logically gone through a recruiting process and choose people based on defined metrics rather than gut feelings. When you do this, you increase your chances of having someone succeed in the job.
If you don’t need to constantly replace people, you will save time and money on the recruiting and training of new candidates. Understand that downtime could negatively affect your business revenues if you become short-staffed; keeping turnover low is important. There are costs and time spent putting out job ads, interviews and training new people. Taking the time to choose properly the first time helps mitigate this.
Reduce Potential Legal Ramifications
When you have a systematic process in place that you follow for every candidate, you reduce the chances of finding yourself in employment-related legal issues. Employers can get sued for bias if a candidate feels there was some level of discrimination that resulted in not getting the job. Keeping interview questions professional and not asking personal questions is important to prevent any misconceptions.
Giving the same skills tests to all candidates means that no one was given preferential treatment. Employers are not allowed to discriminate based on age, gender, religion or disabilities.