What Every Company Should Know Before Placing Candidates
Every company wants the best employees to work for them, the higher the candidate quality that your company can employ, the better the customer service and customer experience levels will be and the results will show. The ever-changing and dynamic business environment of today, also requires that organisations need human capital in order to gain competitive advantage (Maier, Brad, Nicoara, & Maier, 2014). Organisations however, not only need human capital (related to human capabilities and skills and it is seen as a form of production resources, over and above machinery and money); they need to retain human capital, since employees make a significant contribution towards the organisation (Bakker & Schaufeli, 2008; Lawler, 2008).
The need for human capital has increased tremendously and taking the time to find the right employee for your company is very important. This employee needs to be a good fit in terms of capabilities and skills and the employee will need to fit well into the culture of the organisation.
Companies that are successful in hiring the right employees attract high quality candidates and they should take employees through an Assessment Centre in order to test the employees’ skills in different tasks in order to determine what type of personality each candidate has.
In order to improve the placement process, we suggest 5 ways to make sure that you place candidates.
- Well written job descriptions
The job description is the first introduction to the job that the employee will get before applying for a position. It is therefore important, to ensure that all the details are provided for and it is written in a manner that will attract employees. According to Martin (2016) employees prefer a “needs-supplies” approach where the focus is placed on what the company can do for the candidate instead of a “demands-abilities” approach, where the focus is on what the company wants from the employee. Job posts that are more successful include statements such as: “We aim to provide employees with feedback that can enhance their career growth”. Write the job description in a way that really shows the candidate that the company will take care of their needs.
- Personality over skills
Skills are very important to ensure that a candidate will be a good fit in the company and that the candidate can actually do the job. However, it is more important to ensure that the candidate’s personality is one that fits in with the company culture and team.
- Reference checking
In today’s world of technology, a background check not only include a reference check from a former employer but also all the various social media profiles can also be checked to get a good idea of what type of person and employee the candidate will be for your organisation and whether or not they will fit in well to the team.
- Ask the right questions
In the interview process, ask “why are you making a job change?” this type of question gives insight into why employees may have left previous roles. Was it due to being micro managed or not fitting in to the company culture or due to office politics? The more information that the recruiter can determine of a candidate, the more accurate and informative the decision can be made. A lot can be determined with regards to an employee’s vision and determination by asking various questions like “What motivates you to get up in the morning?” this kind of question, gives you an idea of what is important to the candidate and this will also help the candidate to determine if they will enjoy working at this company.
- Basic foundation skills
Placing a candidate that already has basic and foundation training in the job will also give the company an added advantage. Look for companies that train candidates before they are placed as they have already helped in the process of selecting quality candidates.
At the end of the day, the higher the quality of the candidate that your company can employ, more customers you will attract due to higher customer service levels.