Starting a business is a most challenging and daring endeavor, but it’s not impossible and you have just gotten your operation up and running. Business is profitable, you are growing, and from a one-man business, you now need extra hands. After all, you can’t do it all by yourself.
If the starting was hard by now you got to realize that finding the right people who would share your passion for the business and help build something profitable is almost a nightmare. There are so many options to choose from out there that it just too easy to make the wrong decision.
Experts argue about the top attributes and characters to look out for in applicants during the recruitment procedure. But everyone does agree that as an employer, you need workers with high honesty, strong work ethic whose integrity is oak solid.
These are fine attributes to have but how do you as an employer identify or even quantify these in the numerous job applicants you are likely to process during your job selection and recruitment procedure? Whether it is a small startup, mom, and pop or large corporate organization, bosses at all level have this dilemma to face and solve.
The African Job Arena
The African continent has known a great many challenges in the previous year pertaining to unemployment. Each year, education institutes around the continent churn new graduates into the job market to add to the number of the already existing unemployed graduates. Surely there is the need for a much better means of choosing from these lots than just choosing at random or even worse, choosing just based on the grades.
It is been long established that the best students don’t always make the best workers. So at the very least, you as an employer need to improve the steps and procedures by which you recruit new workers and how you select your applicants.
Firstly let’s take a brief look at the recruitment process and find out what an effective recruitment process is. According to the popular online business site Chron.com, an effective recruitment and selection process mainly reduces turnover. Procedures during an effective selection serve to matchup the ideal person with the right job skills.
The process of conducting interviews and conducting extensive background checks is important. Because it helps ensure that your choice of candidates at the end of the procedure is reliable, will carry out the objective you planned for and provide quality services to your customers. Turnover can cost your business as much as 30% to 400% of your employee’s annual salary. It must be avoided at all costs.
The Employer’s Questions
How do you do this? How do you avoid turnover? What is the key to minimizing if not totally averting turnover after recruitment? The answer to these questions is simple. A smart employer will begin to avoid turnover and its adverse effects during the procedure of selecting and recruiting workers.
At the selection stage of recruitment, the right approach and step will greatly reduce this likelihood if not totally eliminate it. With this, you are guaranteed that the resource you commit to your recruitment procedure will not go waste in the long haul.
The 9 Golden Steps to Effective Recruitment
Below is an outline of the steps to take to a more effective recruitment and selection of talents for your business:
Step 1 Identify Vacancy and Evaluate Need
Employers must have a clear idea and picture of the responsibilities that need to be met. You can do this by taking the goals and obligations of the available vacancy into consideration. Only then can you stand a chance to identify the appropriate worker for the role in question.
Step 2 Develop Position Description
Having understood the obligations of a given vacancy, it the duties of the employer to clearly and vividly as possible make his expectations for the role known to all applicants. This description is the core aspect of the recruitment and selection procedure. Because from it steps all questions and evaluations pertaining to the interview
Step 3 Develop Recruitment plan
As the main job of the hiring manager at a big organization, this part of the selection procedure documents all measure that will be taken to attract the right candidates. And develop a big enough pool of shortlisted applicants in order to make the right decision and hire the best possible candidate.
Step 4 Select search committee
Due to personal biases, you might have and the increased incidences of favoritism in many organizations, a selection and search committee is formed to perform the duties of evaluation and shortlisting potential finalist. It encouraged that this committee is made of diverse individuals preferably both male and female.
Step 5 Post position and implement recruitment plan
Once all the above steps have been successfully completed and the position description completed the job is posted on top job search portal in Africa like the WealthBankers Job Arena and applications from qualified candidates waiting.
Step 6 Review applicants and develop shortlist
After the posting of the vacancy on the job portal, applications are received according to the recruitment plan. After this the select and search committee will perform the duties of carefully review each application. These are then shortlisted to the most qualified and suitable applicants for the role.
Step 7 Conduct interviews
The shortlisted applicants are contacted and interview dates and time a set. The committee then conducts interviews with these applicants. This is to determine their likelihood to be the fit for the role and company.
Step 8 Select Hire
The committee member must now meet after the completion of the interview step. And discuss their assessment of each interviewee and the decision is taken as to which candidate best met their expectations.
Step 9 Finalize Recruitment
As the above decision is made the job offer is now officially made to the fortunate applicant. Negotiations are made and the applicant either accepts or rejects the offer. But when done right, both parties are left happy.
The above steps thoroughly outline and explain the recruitment and selection procedures of top firms and businesses across the globe. And should be what any employer should follow. That is if he/she wishes to see his business forging ahead in the current competitive talent market of Africa.
The effort and time put into the recruitment procedure must yield good returns. This is only possible if the business will be effective at their selection of workers. Like my business mentor always said, “time is money and money is the blood of every business”. Therefore, you can’t afford to wait for it on methods that might not work in the long run.