They say that in order for a company to rack success, it should consider its employees as its assets. However, what if your employees are inefficient and perform poorly, could you still consider them assets?
Investing on the Right People
Off the bat, if you think you have mediocre, unmotivated, and impassionate employees, then you should realize that you are wasting money compensating their work. Furthermore, you should realize that there must something wrong in your company’s recruitment process.
In order for your company to grow, through HR support, you need to invest on skilled, efficient, and results-driven individuals who you can easily consider assets to your organization. However, this is easier said than done. If you are not willing to improve your company’s recruitment process’ ways and to adapt to changes, you will surely have a harder time addressing this issue. If you are serious about improving your pool of employees, then you must accept change and to embrace needed improvements.
Improving the Recruitment Process
Improving your organization’s HR support and hiring process are not done overnight as it takes weeks and even months of brainstorming and planning. If you have no clue on how to do it right, let the tips below your basic guide on how to properly do it without wasting time and money.
Analyze what’s wrong. You cannot fix what’s not broken, so in order to improve the process, you must first determine what’s wrong and what’s not. You may do this by reviewing the performance evaluation or appraisal of your employees, taking notes of what your employees’ strengths and weaknesses. It is also vital to review the current hiring process being implemented by your HR department. Also, it is advisable to consult with recruitment professionals who can help you analyze and interpret the data and information you collected.
Plan ahead. You should have a blueprint about how your company will implement changes in its recruitment process. It is advisable to meet with your HR managers and key people to brainstorm and to plan for the necessary changes. Ask them about their thoughts and opinions, which can help establish a proactive and collaborative plan related to the execution of planned changes.
Use psychometric tools. Psychometric testing or assessment has been the buzzword in the world of recruitment in the past several years, especially in Australia. By using this recruitment tool, you can determine whether or not a candidate is qualified for the job. The testing evaluates a candidate’s abilities, skills, professional values, interests, and personality. Simply put, this type of evaluation does not only analyze an applicant’s experience, educational background, skills, and aptitude, but other relevant recruitment factors as well.
Consider Harrison Assessment. Recruiting the most qualified people for the job can be quite tricky. An applicant may have stellar CV and experience, but his or her personality or values may work against with that of other employees’. If you want your company to have a more fluid operation and act like a well-oiled machine, then you should not only focus on hiring on the right people. By using psychometric tools like Harrison Assessment, you can evaluate not only experiential factors of a candidate, but as well as his or her soft skills, such as behavior, personality and attitude, motivation, interpersonal skills, and even limitations.
Attracting good candidates is fairly easy, but choosing the best one among pool of qualified individuals is a different story. In order for your company to grow, you would need people with the right mindset, motivation, behavior, and values. This can be a daunting task, but if you play your cards right, you can do it in no time, leading your business to better growth.