Throughout our time in the technology staffing and and general staffing industry, we have found there are critical steps that employers need to take when hiring new staff members.
Know what you want
There are times when employers are moving so fast that a job description gets sent out, recruiters find potential staff for the position, but the hiring manager wants something a little different.
Taking the time to really understand what the project or task is will alleviate a lot of stress and hard feelings when the job does not turn out to be what the candidate thought it was, or the employer is not happy with the candidate’s performance.
We take the time to truly understand what each are looking for. If we don’t, then a good fit is left up to chance, and nobody wants that to happen,” said Ahmed Moledina, CEO of SOAL Technologies. “We have found that the more thorough we can be on the front end of a project or placement the more successful our projects turn out.
Open lines of communication are critical to successfully placing staff in long-term or short-term hiring situations.
Know what they want
Aside from wanting a job, Millennials want to contribute to more than just the bottom line. This generation is driven by wanting to belong to something bigger; a feeling of community and purpose are important ingredients to successful long-term employment. Whether temporary or permanent, employees will respond better if they can see how their contributions help others.
The research shows how important it is to engage young workers in more than just a job. SOAL recruiters spend the time to find out what motivates our candidates and how we can best match them with companies and projects that speak to their ambition and purpose.
Onboard the right way
Once you have clarified your hiring needs, identified the tangible and intangible benefits, and you have the perfect candidate, now the work begins. It is critical to onboard your staffers the right way. This means having the desk, computer, and any and all tools up and running when your candidate walks in the door.
Part of the process is ensuring the hiring manager goes to lunch with the new hire within the first week. This may sound basic, it is critical to build in time to engage new staff members so you can give them the lay of the land and help them understand the culture of the institution. Without this guidance, new staffs are left on their own to drift around the company finding information that may or may not be true.
Hiring is usually done under duress either through planned or unplanned transitions. With these tips in mind, you can ensure a smooth transition for both you and your new employees.