How to get the most talented workers into your business’ HR database

December 29, 2015 Business Management

Hiring people is quite a daunting task for business owners. It is easy to assume, as a job candidate, that the guys interviewing you are very confident in themselves. Some of them are scared that they will not be able to get the best person for the job. Sifting through thousands of applications can be extremely difficult. Interviewing several people for a job is equally a daunting task. This is particularly so, when you have so many people with amazing abilities coming for the interviews.

The biggest challenge is not selecting though, it is having the people come in for those interviews. It is even harder to get those people to come in for the jobs. It is not uncommon for human resource managers to find applicants, interview them and even give them the job only to be turned down. This has probably happened to you before and you just do not want to experience it one more time. It is not a fancy feeling at all.

Your company might be losing talented workers simply because of your hiring process. Hiring people is not as easy as traumatizing them with complicated questions during the interview. This is just in the movies. Actually, in the real world the interviewers are not at all nasty. If you are ready to get those experts to come to you, then what you need to be doing is:

1. Remembering that interviews are a two-way street

In the process of interviewing a person, you should realize that even they are assessing you. As they are seated there answering your questions, they will be doing calculations to see whether your organization is going to deliver those career benefits that they are looking for. They will also be wondering whether you are willing to invest in them as individuals.

It is not only about what you are looking for in the individual, but also what the individual is looking for in your company. In the event the person feels that your company is not the place to work in, they are not going to respond to your call unless you give some serious salary that no one can refuse.

2. Giving people feedback

The moment you leave someone hanging just because you have completed the interviews, you can be sure that you will not be sending a positive image. Treat the applicants in a way that even you, would want to be treated when you are applying for a job. Always stay in close communication with those top applicants throughout the process. Communicate first with those who do not meet your criteria. Even when someone is not qualified for the job, you should let them know. Do not use the ‘he/she can fill in the blanks’ idea.

3. Choosing the right questions for the interview
   

What kind of questions are you asking your interviewees? As aforementioned, the interviewee will be trying to figure out how things are running in your business. Therefore, you should make sure that you ask them the right questions during the interviews. The interviewees are going to take these questions and use them to try to figure out the experience they will have, working for your organization.

Also, you should pay more emphasis to forward-looking questions which tell the applicants that they will have a future in their careers at your company. Take for instance; you have started a business in the database administration field of IT. DBAs do not really want to work for companies that offer remote DBA services a lot. They want to be hired by those major corporations directly because work is not as much there. As a remote DBA service company, getting the experts in IT on board can be quite hard, but then if you give them the hope that they will have fun working in your company then you will be good to go. You company will be providing DBA expert service quite effortlessly.

4. Introducing them to prospective colleagues

What is the culture of your company? The moment you have interviewed the candidate, you should give them a clear sense of the culture of your company. One way that you can do this is by introducing them to a prospective co-worker. Let the candidate get first-hand information from other people in the company about the operations of the company and the day-to-day interactions at the place.

5. Touring the office

This sounds a bit silly but then which law says that you have to do an interview for the whole hour in a room? The interview is bound to become boring. You should take some time and walk around the office, show the candidate the office as you talk about this and the other about your business. There is one thing that you are bound to pick up from this- insight concerning your business. Even if that candidate does not join your company you are going to get ideas from them during the casual tour of the office. You do not have to tour the whole building- just a give them a sneak peek.

6. Explaining the downsides of the job

This might not sound like the best thing to do, but you should be honest about the demerits of that position to the candidate taking up the job. This is for the sake of everyone who is involved. There are always pros and cons of each position. While it is important to emphasize the advantages, even the disadvantages should be pointed out. Will a mother have to work over the weekends if she takes up this job? Does a family man have to stay away from his family because of going for business trips frequently? This helps you get committed people, not just anyone.

Conclusion

Hiring industry experts can be quite difficult. There are so many things that you need to look out for and activities that you need to engage in so as to get the best people. The above are just the simplest things that you can do to promote your business, while at the same time making sure that you get the best personnel in the industry.

Author bio

Sujain Thomas is a data IT professional who works closely with DBA experts to provide her clients with fantastic solutions to their data problems. You want to find out more about DBA expert services pay a visit to her blog.