Best Practices For Hiring Good Talent |
Posted: March 29, 2017 |
Dare I say that your company is only as good as the employees you have? One of the easiest ways to assess your employee productivity is to look at your client happiness and whether you get repeat orders. Many times, we tend to ape the trends in the western world. But does that work here in India? The Japanese, on the other hand, stuck to their own culture and ethos, and developed a long lasting relationship between companies and employees. Even in India, there are a large number of examples of companies that have stuck to their own management culture and have come out on top. Ignoring the standard list of RMSI, Goggle and Intuit, you can find a large number of other companies that perform very well at regional and national levels. In Chennai, for example, the Sangeetha Restaurant sends it’s employee on a fully paid trip to Singapore every year. Then there is the jeweler in Gujarat who gifts all his employees with a car. Though some may consider such exercises as extreme, happy employees have higher productivity, pride in what they do, and take the effort to increase the company’s business. When asked to list their main responsibilities, Indian CEOs did something strange. They pushed returns to shareholders to the bottom and pushed employees and culture to the top. Their top 4 responsibilities included the following:
Given this background, one the most important task for an entrepreneur and an HR system is to install processes that ensure you get good people. Irrespective of where you are in the value chain, it is not easy to get good employees. Remember, the best are already employed. Continuous Focus Recruitment is a continuous process. If you jump from one requirement to another, you will miss the chances of getting to know potentially good candidates. Look at your company’s focus areas, and work on building a database of potential employees and keep them engaged. Get email ids of the candidates and send them snippets about your company on a regular basis. When you do have a requirement, you will have a ready-made list of potential candidates you can hire from. Be Ready To Sell If you are small company or a growing one, no one knows about the vision and future of company as much as you do. It is important that potential employees understand the vision and what they are getting into. Who better to impart this important selling than the person who set the vision? When an HR manager gets into the game, he looks at things differently. He may not be able to sell the company with your passion and imagination. Employee Referrals Get you employees to help you get good candidates. Make them talk to their class mates and colleagues from companies they have work in before. Train them to sell the company and your vision. Potential candidates who listen to them will be motivated to join and work for a reasonable period of time. Staffing Solutions Staffing Solutions is a great way of solving sudden spike in employee assets. If you have an unplanned or what you think is a short requirement, staffing solutions provides an immediate solution. You get trained and well-mannered staff without all the hassles of recruitment and taking them into your employment. Look out for a respected staffing solutions company, discuss you requirements with them and see how they fulfill you sudden needs. Hiring and retaining good talent is critical for the growth of any company. As much as the focus and effort you take in business development, giving your time to recruitment and employee happiness is important.
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