Whether it’s office jobs, IT jobs or teaching jobs, it’s vital that you hire great employees that are on the same page as you are. You’ll need someone who is driven and inspired or focused and determined. The type of employee you need to hire is based on the position open within the company. These tips will help you hire the best staff possible for your business.
Define the Job
Before you advertise jobs in Sri Lanka, determine the duties of the job. The person who fills the position will need to have certain characteristics and traits based on these duties. An assistant might need to follow directions closely, but an advertising executive will need the freedom to be creative. The duties will influence the type of candidate selected.
Experience
When defining the job requirements, you’ll need to consider what you expect in an employee. Should this person have a few years of experience, or be relatively new to the role? If the position is computer or office related, the candidate would need software knowledge. A teaching position would require certain degrees in the subject being taught. Determine the ideal candidates experience as well as the experience you’ll accept in a candidate.
List the Traits Needed
Once you have the duties of the job listed, and experience that the person will need, consider the traits you’ll need to see in your ideal candidate. Whether it’s creativity, drive, a self-starter or a winning personality, there should be a list of traits in the perfect employee that influences your choice. This might be secondary to the experience and education of the candidate, but it will impact your choice. The candidate has to fit into the environment of the company too.
Employee Recruitment Strategy
Along with a written plan and diagram of the right employee for the position, you need to consider how you’ll recruit this person. You’ll have to advertise for candidates. The right candidates are crucial, or you’ll end up review hundreds of resumes from unqualified individuals. That’s a waste of your time and energy. For jobs in Colombo and Sri Lanka, you can advertise through ikman.lk to find an ideal candidate for your open position.
Write a Winning Advertisement
Before placing your advertisement on ikman.lk, you need to consider the wording and structure. The job analysis and candidate trait description will help you construct an ad for your vacancies. Pull the three or four essential skills and experiences from the list you compiled when you were considering the open position. The personality traits shouldn’t be listed in the advertisement. That was for your personal use. Candidates will often try to fake those qualities if they know it’s what you’re looking for in an applicant.
Worded Properly for Impact
If you won’t hire someone without experience, bold that fact in your advertisement. Candidates who are not qualified can be weeded out before they contact your office. Decide how you want the candidate to contact you and include that in the advertisement. A cover letter and a resume faxed or emailed to you is the best way to keep control of the process. Phone calls can be time consuming, and it’s time wasted if the candidates are not the right fit.
Weed Through Resumes
With a properly worded advertisement, you shouldn’t have too many unqualified individuals, but some will certainly make it through. You can weed those out of the pile. Stick to your list of traits and duties to help find the applicants you’d like to invite for an interview. The amount of applicants depends on a few factors. If you can’t decide on whether you should invite five or seven or ten applicants, invite them all. If you have time, it’s better to have more choices than less. You may find that a few of the applicants are not how they advertised themselves, and you’ll need all the choices.
Interview Questions
You should never go into an interview without the right questions as well as knowing the responses that will set off warning bells. If you want a self-starter who won’t wait for you to give instructions, you want to ask a question pertaining to that trait. A wrong answer can weed out people who won’t fit into the position or within the company. The best fit for the company shouldn’t be the one who is the best applicant, but the one who will fit into the company and has the traits that fit.
Compare Answers
After the interviewing process is complete, compare all the answers given by the candidates. While interviewing, you can write down the answers to compare the ones you liked after each interview. If you don’t write them down, you’re likely to forget who had the great answer about previous work experience setbacks, or who gave you the terrific response about their strengths and weaknesses.
Review Credentials
After interviewing all your choices from the advertisement, don’t make any rash decisions. Contact all the person’s previous employers and review education claims. Before hiring an employee, you want to make sure they are who they claim to be in the interview. Unfortunately, people aren’t always honest during the interview process. The candidate might be trying to impress you, or desperately need a job so they’ll tell you what you want to hear. Always perform a background check on the candidates.
Starting out with a recruitment plan prior to writing an advertisement will make your employee search much easier. You’re more likely to find the right candidate that will be an asset to your current staff. Hiring the wrong candidate can be a hassle. It will cost you time and money in the long run when you have to fire the wrong candidate and start the process from the beginning again. After writing a great advertisement, use ikman.lk for your job search posting to find the ideal employee for your staff.
