Common Areas of Improvement in a Business’ Hiring Program

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  • June 18, 2019
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A business’ overall performance depends on the performance of its employees. When employees are not performing optimally, a company can deploy several strategies to improve their performance. However, no amount of strategizing works when you have hired the wrong people. Yes, you can end up hiring the wrong people. This happens when you have a weak hiring program. Here are a few common weak areas in the hiring programs of businesses that you have to work on to hire the right people.

Common Areas You Can Improve in Your Hiring Program

Sources of Resumes

If you are using only one resource to get the resumes of the potential candidates, you are making a big mistake. Now is the time you start making use of all the available platforms from where you can hire the right people. On top of everything, you have the social networks that now give you some tools to help you hire candidates from around the world. In addition to that, you should post your ads on multiple online job boards. The best thing about doing so is that you find different types of candidates on these platforms. More often than not, a particular type candidate market is present on a job website.

Interviews

This is the most important phase of hiring, and yet so many companies do not pay the attention that it needs. They spend all the money to post job advertisements and to schedule the interviews. However, they do not ask the right questions during the interview to know whether or not the candidate fits the job role. That’s where you need companies like Scope recruiting. By using their services, you can hire the right people for the right job. The professionals helping you hire these candidates belong to the industries they are hiring for. If you are looking for supply chain staff, they are going to be your supply chain recruiters.

Job Ads

You might think your lengthy and detailed job is going to help the candidates a lot before they apply for the job, but you are wrong. Sometimes, you end up putting too much information in the ad. In fact, you end up putting the information that you should not have there in the first place. You mention responsibilities in bullets and make a huge list. You mention too many things that you don’t want the employee to do. At the end of the day, your job advertisement is more intimidating than it is inviting. In other words, you end up angering many potential candidates who do not apply for the job in the first place.

Bottom Line

So, if you are a small or starting business, you have to pay attention to the performance of your candidates. More importantly, you have to improve your hiring process so you have the right people on the floor in the first place. You can only expect apples to grow on apple trees. How can you expect loyalty, extraordinary work, and dedication from the employees who do not even share the vision of your company?