Hiring

You're ready to be hiring and expand your business and you look forward to the increased revenue this will generate. Or maybe you've had a key employee resign and you need to hire a replacement quickly. Before jumping right into hiring, see how Premiercallcentre.co.uk’s mission can provide a professional and positive experience for all customers who utilize our services. We will maintain this level of performance by consistently reassessing our procedures and ensuring we are doing all we can.

Hiring requirements

Make sure you establish your job requirements and that you're ready to hire the right person for your business. Hiring, no matter how quickly or effectively performed, do you no good if the employees hired can't perform the job to your requirements or don't stay for long.

Good employees are the scarcest commodity in business; not customers or technology or capital. It's people. Companies simply can't hire great people fast enough. This shortage of qualified candidates is their biggest obstacle to growth; solving it is their biggest strategic priority.

If you want to grow your business, you have to keep hiring to expand your customer base. The real challenge isn't finding people; it's finding the right people and turning them into productive employees - rapidly. Allow Premiercallcentre.co.uk to help you and your business to position you for success at all levels, call us today.

There are a few short-term strategies you can use to help you to get through the times while hiring a replacement, but there is also the hazards of hiring just about anyone that walks through the door to get the job filled. Take the time necessary to hire the right person for the job. The actual cost of turnover is much greater than most employers realize. The first line of defense should always be to make every effort to retain your current employee, assuming he/she was performing their duties at an acceptable level.

Incorporate these steps in your hiring process

- Let your remaining employees know of the job opening. Referrals from current employees usually are better candidates than those prospects responding to your job opening.

- If the position is above entry level, look at your current employees and determine if one of them would be a good applicant for promotion. It's much easier to fill entry-level jobs. Be sure to use some type of general IQ or aptitude test. There is no way to sit and talk with an applicant and know whether they can perform the functions you require or even have the common sense for the unusual tasks or situations encountered while on the job.

- Punctuality is a key indicator of how an employee will act once hired. If an applicant is late for an appointment, remove them from your list of candidates unless they have an incredibly good reason.

- Appropriate attire should always be worn to an interview.

- Listen carefully as the applicant explains why they left their previous job(s) . Someone that continually has problems with supervisors and/or co-workers will probably have the same conflicts with your company.

- Don't hire an obvious problem no matter how desperately you need help. Always hire someone you find likable. You don't need to become best friends, but you must be able to work with them in your environment.

- Prepare a short test that applicants must take to show their ability to perform with your customers, clients, existing employees and the technicalities of the job.

- Always ask for applicant references and make sure you call each one.

- Establish a probation period that will enable you to quickly replace new hires that don't meet specific requirements.

Not only is turnover intimidating, it also has a huge monetary impact on the organization. On average, a lost worker can easily cost a company 150% of the employee's base salary. Turnover in many specialized and management roles can be even more costly. So the question is, have you created an environment for your employees to thrive and be promoted? How many employees are still with your company after six months and after one year? The only way to improve your hiring process is by tracking your employees and revising your procedures.

You must develop a hiring process that is as specific as your process to develop new products and enter new markets. To successfully grow your business, you must continually review and revise your hiring practices and ensure you are performing adequate performance reviews on a regular basis.

Bad hiring decisions affect everyone: the wrong candidate who got the job, the right candidate who now works for your arch rival, managers, employees, families, customers, lenders and vendors. These ripples travel far.

Efficient Hiring Decisions are based on

• Relative fit
• Accurate Job Description
• Control of Interview Process by Decision Makers
• Meeting Organizational vs. individual managers needs

Conventional wisdom currently holds: Candidates who are a good fit with culture in an organization generally perform better and tend to stay with longer. Problem is most companies do not have an accurate picture of their real culture.

There are those who espouse “establishing a strong employment brand will help to draw more candidates who fit your company culture, while screening out those who don’t fit.”

Be honest, get feedback from outsiders on how your culture and what it is like to work for your company is perceived and have an independent third party survey insiders for their opinions. Chances are there will be some brand updating and mending necessary.

When recruiting C-level candidates whose mission is to take the company to the next level, fit is not necessarily a good thing. A perfect fit means you have hired what you already had – someone plodding along at the current level or leading a slow decline. Hardly attributes to have on your candidate feature wish list.

Note that cultural fit is a function of level. Important, within bounds, at lower levels; fit at upper levels, too often, means more of the same.

Many hiring failures are a result of the right candidate being hired for the wrong job. Formbook job descriptions belong in the book. For every position an accurate position analysis, based on current and anticipated needs, is critical.

An accurate position analysis includes a list of the critical success factors:

• Necessary Skill sets
• Needs of internal and external customers
• Specific deliverables
• Assessment of critical challenges facing the company today and for the near term
• Skills necessary to move forward and surpass company goals.

Defining the REAL job needs is a critical element to successful hiring. The job descriptions tend to become writ in stone. In this day, and in the face of accelerating change, the stone is called a tombstone.

There is a regrettable tendency to use formbook descriptions and then simplify the role description for recruiters. Most jobs are more complex than thought and most depend upon a proper mind set as well as an appropriate skill set.

Needs, challenges and goals change. Job descriptions must also change for successful hiring decisions to be made.

For many companies, hiring is a process with formalities that would befuddle most. It is not about the process, it is all about finding and landing the right candidate. Streamline the process by having decision makers, only, on the interview team. Hiring is talent driven and not process driven.

Hiring is a proactive process, not unlike supply chain management. Companies that meticulously plan and orchestrate their supply needs treat management hiring as just another interview. Being sure to have the right talent for the right job, at the right time is a concept foreign to most.

Looking forward, what needs will your company have in six months, a year or two?

Contact us for further information on how Premiercallcentre.co.uk provides the cost effective solution to immediate, intermediate and long term employment/services needs  and can  position you for success at all levels.