Hiring for a project can be tedious and long-winded, which is never ideal for anyone involved. When your project work requires frequent hiring, it can be enough to cost your company a lot of time and money. Your hiring process should be as streamlined as possible, making it easy to hire effectively. Here are a few ways to tackle the change required.

 

Tune up your job descriptions

This is a big must. Before you place any job ads on services like Gumtree, be sure to run the job description through again and fine tune it as much as possible. It should be as accurate as you can make it in terms of the skills required and the roles filled. What personality attributes will your candidate need? What experience will help them with the role? Has anything within the company or the industry changed since the job description was last updated? A new description should be prepared every time you hire, and not just recycled from the last project.

 

Create a success profile

A success profile sets up the key characteristics of your ideal employee. You can get a head start on this by profiling existing or past employees and what made them perfect for their positions. Look at their skills, their attributes, and their background. Once you have this information together, you can create a profile which gives you a rough guide to what your ideal candidate will look like. Beyond  the requirements of the role itself, this gives you an idea of who will work well and help the project to succeed alongside the other members of the team.

 

Develop phone-screening questions

When you call a candidate to invite them to interview, draft up a list of questions that you can ask them to determine their suitability for the role. This can be based on your success profile as well as on the requirements of the role itself. When you ask these questions you may be able to rule out some candidates before needing to talk to them – and you may be able to fast-track some who seem best suited. If you can end the call with thanking the candidate and letting them know they will not be invited to interview, you have saved yourself the time of meeting them.

 

Use an assessment test

You can also create an assessment test to be completed before or during the interview. It might be a written series of questions, or it could be something that you ask in person. The assessment test looks to discover how your candidate reacts in certain situations: are they open to new ideas? Are they adaptable? Are they hard-working and reliable? Can they drive thought change when the project requires it? Will they see the project through to the finish line? The results of your assessment should carry equal weight with your interview.

 

Run a background check

Before you make any job offers, you should run a background check on your final candidates. This is also a great way to narrow down a field before inviting candidates to a second round of interviews. This could flag up potential problems that were not highlighted in previous tests and interviews, such as a propensity to quit in the middle of projects.

 

 

Make sure to follow these tips next time you are hiring for a project, and see the difference that they make. There is nothing worse than hiring the wrong candidate, and letting the right one slip through your fingers – so don’t let it happen to you. Easier and more effective procedures make hiring a more reliable process. 

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