A Step-by-Step guide to hiring the right people

 

 

The costs of a bad hire are enormous as any Human Resources department can well attest. A bad hire is costly in terms of the time and resources entailed in sourcing, orientation, administration, relocation, training, and upfront bonuses. Here, the career experts at Bayt.com offer a step-by-step guide to help you streamline the recruiting process and hire the right people for your company.

 

Step 1: Widen your candidate pool

According to the Bayt.com ‘Workplace Dynamics in the MENA’ poll, June 2013, 54% of job seekers in the Middle East and North Africa (MENA) region are actively searching for jobs compared to 46% who say they are ‘passive’ in their job search. While newspapers, online and job fairs are good sources of CVs from active job seekers, they limit the efficacy of the hiring process by eliminating the vast pool of qualified, but passive, professionals. To augment your sourcing activities, broaden your talent pool through targeted online job sites, such as Bayt.com. Online job sites provide rich, current and easily searchable CV databases to help you capture both passive and active job seekers. You can also use the power of your internal referrals. According to the Bayt.com ‘What Makes a Company an Attractive Place to Work?’ poll, February 2014, seven in 10 professionals don’t mind recommending their current company to their friends and relatives.

 

 

Step 2: Be very specific about the nature of the position

It is critical before embarking on a candidate search to gain an understanding of the unique job requirements. Managers must familiarize themselves with the objectives of the position, the roles and responsibilities entailed, and the skills, competencies and abilities required to optimize performance on the job.

 

Step 3: Make the hiring decision a team effort

It is very critical that the hiring decision is a team effort involving multiple decision makers, including the direct manager. Have the entire team meet with the candidate if possible. Direct managers, with the support of their teams, must take an active role in the sourcing, screening and hiring process of a potential candidate. 58.1% of professionals in the MENA region say their company provides interview training for people involved in the hiring process, as per the Bayt.com ‘Hiring Practices in the MENA’ poll, February 2012. Most prospective employees are likely to be interviewed by one or two people (27.3% and 28.8%, respectively), though it is not uncommon for them to meet with more employees in the new company; 22.7% of respondents say that their interviewees will meet three people, while 18.2% claim that candidates will be interviewed by more than four.

 

Step 4: Focus the job interview on the job

Job interviews must be tailored to the job at hand. Too many traditional interviews fail because job seekers have learnt to master this type of interview and can prepare for all the correct responses. The key to a successful interview is to determine the problems and gaps a candidate will be facing on the job, and assess during the interview how they will solve these problems and fill these gaps efficiently, effectively and profitably. A candidate’s problem-solving abilities and acumen in approaching a problem, thinking it through and delivering a response that is adherent to the company’s vision, mission and goals should be key to whether the candidate gets hired or not.

 

Step 5: Allow the candidate to come to the interview prepared

Since the goal is to determine whether the candidate is willing and able to do the job, allowing them to come to the interview fully prepared may be a very wise step. Giving them a full job description and the option of researching the company beforehand leaves fertile ground to test their proactivity and thoroughness at the interview. Failure to research the company and industry may well indicate laziness, sloppiness and a certain lack of willingness to adapt to the job.

 

Step 6: Check references

There is no substitute for a sound reference check to determine whether the candidate has indeed accomplished all that is stated on their CV. Reference checks are used by the direct manager to ask questions about the candidate that were left unanswered during the interview stage, and to ensure that the candidate has not misrepresented information in their CV.

 

 

About Bayt.com:

Bayt.com is the number 1 job site in the Middle East with more than 40,000 employers and over 18,500,000 registered job seekers from across the Middle East, North Africa and the globe, representing all industries, nationalities and career levels. Post a job or find jobs on www.bayt.com today and access the leading resource for job seekers and employers in the region.

 

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