How to Hire a Great Employee?

 

Hiring the right persons can indeed pose real challenges for an organization. It is very difficult to determine upfront which candidates are the right fit in terms of the candidate’s skill and disposition and the company’s culture and needs.  Developing relationships with potential hires should be an integral part of talent acquisition, even before the positions become available. Thereby, recruiters as well as other types of employees for the organizations should look out for, and keep in the touch with, those candidates who seem to have the right background and characters. Developing a direct relationship with the candidates themselves is not necessarily enough with respect to having a full understanding of their background.  A company needs to have a relationship with people who have experience with the candidate; this should be an important part of the acquisition process.

Recruiters and hiring managers should be clear with what they really want from the open positions. Instead of relying mostly upon standardized job description, the hiring committee should compile lists of requirements that qualified candidate should possess in order to excel in each particular opening. Even within the same job title, the duties and tasks that an individual will perform can vary across industries or cultures. As such, hiring committee should start with a job description for the opening before they even start the recruiting process. In today’s competitive labor market, candidates who possess a more complete set of professional skills are more likely to be easily discovered.  Given this, job advertisements should place requirements on who is eligible to apply for the positions.