by Sharon Jones
Organizations need staff. Without a hard-working and reliable team doing the day to day work, they are not going to stay in business very long or provide their clients and customers with the service that they require. However, it can sometimes be a challenge to find candidates in the job market whose values and goals align with yours. Many are just after a job that pays but are not bothered about what it is they have to do.
Because of this, it is vital that recruitment managers focus on distinguishing the good eggs from the bad ones as far as possible. One employee who is not on your side or the right person can have the potential to ruin your business.
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Check their background
Before you take anyone to the interview stage, do a brief background check, and if they get through and their interview impresses you, ask their permission and details to carry out a full background check before formally offering them a position.
Obviously, it is important not to necessarily discard a potential employee based on their history. Some people do silly things in their youth and learn their lesson. Others have things on their records that they need an expungement lawyer to deal with. However, think carefully about what you will do with any information provided to you and how it will affect their job.
Don’t just hire on potential
Potential is a word thrown around a lot in the recruitment world. Someone might not be perfect now but have the potential to be so in the future.
However, while this sometimes works, it is a risky strategy. Someone may look like they have the potential to do well, but if you hire them and they do not reach it, they may well have cost you dearly in time and resources.
Only hire people if you really need to
Hiring people is really costly. Salaries are the biggest expense for most companies. Any organization that hires more employees than it needs will become unsustainable and inevitably have to increase its prices in order to remain viable.
Your organization structure may indicate that you need to fill specific roles, but ask yourself whether you really do. These additional tasks may also be performed by skilled workers already employed in your company as part of their daily role.
Don’t focus on perfect
Ok, so above, we talked about not hiring someone based on potential, but it is also important not to get too hung up on finding the perfect employee because they do not exist.
Companies often go in with a long list of requirements and wants, and struggle to find someone who meets every single one. Move away from this mindset, and find someone who meets most of them. You can work on the other elements later.
Choose someone who has the same values
Last, but not least, aim to recruit people who are ethically and philosophically suited for your company. In an ideal world, candidates should share their beliefs and vision and respect your management styles. Ask questions in the interview to gain insight into what motivates them and use it to your benefit.
