Why It Pays to Find the Right Light Industrial Employees
There’s an easy way and a hard way to hire light industrial employees. The easy way is to get a person who seems qualified into a position and hand the new employee off to their supervisor. Job done.
The hard way, and the right way, involves truly getting to know the open position and the candidates, with the ultimate goal of getting the proper applicants into the proper position. The ‘hard’ way also includes supporting both new employees and their team the long run.
Basically, the more a staffing company can comprehend the types of employees needed and the nature of the job, the better situated hiring personnel will be to hire the right people, and not just fill positions.
Putting the work in
Rather than relying solely on the job description, hiring personnel should talk with the supervisor and current employees to be able to understand what they need from a new employee. This enables them to locate applicants with the ideal abilities and cultural fit.
Hiring personnel should also strive to understand the business goals and initiatives that are relevant to the position.
When hiring personnel can comprehend the big picture, they can better source prospects. A holistic approach also helps hiring personnel focus on applicants with the proper abilities and experience to truly flourish in the role and this company.
Hiring personnel should also attend department meetings to get an idea of how strategy is developed and issues are handled. These meetings can also show how teams fit inside the larger organization. For instance, if a hiring manager is looking to fill a sales position, she or he should know how the sales team operates, communicates, handles slow periods and how sales affect the entire company.
When hiring personnel know these types of details, they can more precisely represent the job to prospects, boosting the odds of better quality hires who truly fit the company’s needs and culture.
A better hiring process
Before reviewing applicants, hiring personnel should work with supervisors to create an interview process that offers the best experience for both applicants and those responsible for hiring decisions.
For the best outcomes, interviews should be a two-way street. In addition to assessing applicants, Interviewers should also offer background information on the role, team and business. Applicants should feel as if they are joining a community and a team, not only getting a job.
Beyond the hire
After a hire is made, hiring personnel should follow up and continue to gather information on the effectiveness of the process. During the first three months of a new employee’s tenure, hiring personnel should regularly touch based to gauge their integration into the company. The insights gained by this follow-up period could be used to refine the hiring process and increase the odds that the next hire will be an ideal fit.
At Labor Temps, we work diligently with our clients to ensure that they are sourcing the best-fit talent for their open positions. Please contact us today to find out how we can help your company achieve its goals.