How to Hire Great People – EVERY TIME
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How to Hire Great People – EVERY TIME
- 1. How to Hire Great People – EVERY TIME!
- 2. First Impressions make the Best Impressions
- 3. Create an exciting JD A good JD will get you Good Talent, a Great One will get you Free PR!
- 4. Interview Process – Is he a round peg in a square hole?
- 5. Your future, With Us!
- 6. The moolah, perks & benefits! What’s in it for me?
- 7. Hiring Process: KISS – Keep It Simple Silly!
- 8. Let the Journey Unfold!
Notes de l'éditeur
- Create a buzz about organization in the market / online space that will attract the best talent. The best / crème de la crème of potential employees would want to be associated with the best and the company that has created a mark for itself in the market. Through social media, lure this top talent by advertising what sets organization apart from the run of the mill competition. Magento, the niche skill should play a pivotal role here to guarantee that the best and most wanted potential employees look at organization with curiosity and crave to join organization. Why is it that the top talent looks at Google as a coveted company, they are niche in their segment and rightly so. Similarly, organization must create a brand name for itself in the Magento skill that no other competition can or will be able to. Mention about your most exciting deals won, the current challenging sphere of work, what is that X factor that employees get who work at organization. Clearly, it is the power and presence that organization has in the market and eCommerce spectrum. Create blogs, forums, online engaging activities for public too, to create awareness and through this space, also advertise for jobs.
- An exciting Job Description will attract the best in the market. After all, the top notch talent does not want to be working for another mundane company, where he cannot show off his skills! With the JD being the prime bait of drawing talent, ensure that the JD stands apart from the remaining. Include critical and challenging aspects of the job that the incumbent will be delivering as a part of his role, not present in totality elsewhere in the market. What is it that makes this role different from the competitors? Mention it as a challenge that the potential employee would be viewing it as, definitely not as another mundane role in another eCommerce company. As a part of the JD, also include the company’s culture and what will drive the potential employee to apply. For hiring, go through the unconventional modes, to stand out! After all, who wants to be associated with the old boring ways ;)
- One of the most critical aspects of the hiring process. Screening / Interviewing candidates brings to the forefront a set of potential employees. Prescreening is the important step wherein the recruiters can in the initial phase decide which candidate would be suitable for organization and which ones not. Someone with a creative bent of mind, someone who has taken the initiative to develop apps / software tools is someone who would fit into organization’s culture the best. A risk taking ability is something which would fit in. Once prescreened, the interview process would have to check on further suitability of the candidature. Someone who is passionate about this field of work, who has had a prior stint with similar technology, who is willing to Experiment and deliver, at times work beyond the set rules and for whom innovation is a crucial component of his work ethos, is someone Who would definitely be apt here at organization. The interview questions would also have to revolve around similar aspects. Post these 2 stages, a psychometric test can also be administered to candidates who have cleared both the rounds. For eg., This test can gauge the level of his innovativeness and his risk taking ability, and other cultural aspect that organization is looking at.
- For any employee, one of the crucial aspects in considering a company to join, is the career progression and where will he be in the company 2-4 years Down the line. Money matters aside, Gen Y and the latest lot pay a lot of emphasis not only on monetary aspects, but also where is the intellectual stimulation for them. Apart from challenging work, where am I heading in terms of my career growth is an oft thought in many a mind. Every employee has ambitions, and when the company is truly connected with the employee in terms of investing in his / her ambitions, This is where the right chord is struck. Chalking out career progression models for employees, nurturing your high performers, rewarding the best of the lot, mentoring & coaching initiatives – Are just some of the was in which organization can build a brand value of employee connect. How is it that a developer would grow in the company? If he out performs his peers, will he be promoted faster? What are the rewards / bonuses that can be given to high performers? For seniors in the company, is there a leadership development plan? When organization invests in these integral parameters, these should be the USP of the company in luring the best talent. How is the Reward & Recognition program different form its competitors? organization can devise a paid holiday touring package for its top performing employees, not just monetary bonuses. What advantage do the top rung of leadership get at organization? A coveted one-one session with some of the market leaders in leadership grooming. Such distinct aspects is what organization should focus on to garner the top talent.
- Self explanatory this one! What are the benefits that would draw the best talent out in the market to organization? Something as simple as a day care for employees’ children / a centre for personal wellness, catering to physical fitness, holistic well being. Quarterly family get together events, socializing and getting to know the company employees, not just as employees, but also their other fun side.
- As a final step, one hired, make it a pleasure for the employee to onboard into the system via its online application process. Keep it simple and hassle free, so that the employee does not lose patience filling up numerous forms! Digitize the entire process and have all the details of the employee filled in before he joins. Once in, ensure the infrastructure aspects of seating, laptop etc are taken care of. For a new joinee, for a month, have a buddy assigned to him who will show him around the company and its culture, so that he / she is not lost. Welcome Kit / On boarding policy documents to be presented. The first day of the employee joining at organization is sure to stay in his memory for long, make it a memorable one and inviting and pleasurable!