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How To Hire the Right Employee for the Job and Your Company 
 
by Robbi Erickson July 28, 2005

The purpose of this article is to guide employers and personnel officers through the process of selecting the right employee for their company. These steps include identifying the minimum skills and qualifications for the job, identifying both free and fee advertising resources, screening the applicants and setting up interviews, the interview process, looking for warning signs of a potentially bad employee, and finally selecting the employee that is right for both the job that needs to be filled and for the company. After reading this article, employers should have a better idea of how to get the best response to their job postings, and how to select the ideal candidate for any job opening.

Hiring and training new employees is one the largest expense that a business has to contend with. The total cost for employee turn over includes costs associated with: recruiting efforts, screening of applicants, wages paid for management and personnel officials to take part in interviews and training, paying for a replacement employee to fill the position during the search and during training of the new employee, wages for the trainer, and costs associated with lower productivity rates during the six months it takes for a new employee to work up to speed. These costs usually result in an expense equal to 18 months salary of the position being filled. This statistic clearly demonstrates the need to hire the right person for the job and your company the first time around. To find the right person for the job you will need to go through a series of easy steps to recruit the right employee.

Step One: Evaluate Your Needs

The first step in finding the best employee for the open position is to determine what your needs for the position are, and how you want to rank candidate qualifications and attributes. For example you will want to use a job description or make a list of qualities that the job requires, and you will then need to add any qualities that the applicant will need in order to fit in with your company’s culture. I.E. if your company is formal and values punctuality and efficiency you will not want to hire someone that arrives to the interview late, dressed casually, and that is disorganized. When you have your expanded list of qualifications and personal attributes that you want in an applicant you will then want to reduce this list to the minimum standards that you will be willing to except. For example, the previous employee may have had an MBA, and was a CPA, however, the position really does not require the worker to be a Certified Public Accountant, but they do need a Master’s level grasp of accounting and financial management skills. You will want to write down all of the minimum skills needed: Masters degree in Accounting or related field, financial management experience, and knowledge of spreadsheets and data bases. Since this is the list that you will be using to draft advertisements you will want to reduce the minimum skills as much as possible. Perhaps make two lists, one to be used in your job opening advertisements, and one to use during screening of applicants and interviewing potential employees.

When these two lists are completed, list the qualifications and skills in the order of their importance with the qualification that is absolutely needed at the top, to recommended qualifications at the bottom of the list. The purpose of ordering the list is to make sure that applicants have the qualifications that are essential, and to help you decide what qualifications to use in your ads. You can take the top two or three to place in print with the others remaining on the list to use when screening applications.

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