Of course, reading the title of this post might have given you pause. You might think that this topic is so obvious that delving into why you need a competent recruitment strategy for your firm is a waste of your time. Not so. It’s important to realize that competent recruitment is anything but easy to implement, and will require time to get right. It’s essential to learn why and how to invest in this, and to continually maintain its development as an essential department of your firm, or services you hire.

A great labour hire company might know their methods for finding the best people for your firm, but it’s important for you to understand this context in order to verify the staff for yourself. When and if you move into building your own recruiting department, you will then understand how to structure this in a way that is most conducive to hiring smart, effective people, and staying financially stable thanks to this effort.

Consider our vital tips to help you achieve this, and you’re likely to build your firm well from the ground up:

Verification

Sometimes verifying the past portfolio and working contributions of an employee can take time. You need to verify their references, ensure they are who they say they are, ensure they have all the correct documentation that allows them to work in your country of origin. That’s important to steward of course, but it might be that using a labour hire company can help you avoid all of this, or at least have this information immediately to hand when being presented with someone perfect for your job. It’s not uncommon for people to lie in order to try and secure the job they want. With this extra level of scrutiny, verifying your staff are skilled and who they say they are can help you prevent getting in trouble with regulating authorities, and ensure you have a competently skilled staff member to use for important tasks.

Personal Reliability

There are many different types of people that will fill the ranks of your firm. You will usual encounter them all. However, when it comes to hiring, it’s easy to see who might be willing to take personal responsibility for errors and who might not. In other words, competent recruitment is able to set apart those who are only there to climb and defer the blame with those you can trust to speak directly and never sweep an issue under the rug. Ignoring or hiding problems can sometimes cost firms thousands to millions in reparative damages.

Perhaps the most shining example of this is the devastating financial crisis of 2008. Fundamentally flawed mortgage packages were crafted by those who were either unaware, unethical or simply in it for the money. The credit agencies would give these bonds high ratings in order to enhance how attractive they looked. This led to plenty of profit in a fraud, like sense, but this wouldn’t have taken place if heavier regulations were placed internally to sustain the long-term health of the firm, but more importantly that the human factor was managed. Of course, this is a shining and quite complex example of what happens when the human factor gets out of control. The best you can do here is ensuring you hire a team of ethical, well trained and responsible adults who, in the long term, will only try and work in a healthy framework set by your policies, and nothing more.

The Kind Of Person

Of course, it takes a skilled recruiter to see value in someone. Of course, grades, qualifications and passed experience are essential. But the ability to choose between people is something that only a truly skilled interviewee can accomplish. Merit should be the only blossoming need they look for, but there might be other variables in play. How many languages can the person speak? What does the candidate let on about their personal hobbies? How reliable are they to stay with your firm? How might they lead a team? Of course, only skill-based considerations are ever acceptable to choose one candidate over another for, and ensuring that your firm has absolutely zero discrimination in its choice-making individuals is essential. However, next time you’re hiring, consider looking past the person on the paper, and try to see the person across from you. This might give you a much clearer picture of who they are and what you might expect than anything else at all.

Versatility Or Specialists?

Priorities are important to chisel out when figuring out the difference in future staff members. DO you hope to hire a team of versatile employees, or are you hoping for a ratio of deep specialists there? When filling a department, how might the makeup of this team work in the best way possible? If using an outsourced recruitment firm, what criteria might you ask them to search for, and how might you ask for this to be verified? In other words, you can’t hire unless you know what you want, and not only what skills you want, but how said skills might interact with the current configuration of your office. It’s this that can make the most difference in the future, so be sure to consider it.

Future Goals

Knowing the future goals of your potential candidates can help you decide if they’re worth the investment. For example, someone with ambition might be a great possibility to work through your management training program. If you get the impression they’re simply in it to see how much money they could earn at the moment, they might disappear in the next year if provided with a different offer. While you cannot police the life choices someone makes, nor can even the most reliable people be fully trusted to stick with your firm for years (nor should they be expected to,) sometimes directly asking them what their future goals are can help you consider their long-term life story in your firm, and how you might adjust to best accommodate that.

With these tips, running a competent recruitment process should be achievable and much more informed.

This is an article provided by our partners network. It might not necessarily reflect the views or opinions of our editorial team and management.
Contributed content

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

The post Why Competent Recruitment Is Essential For Any Business appeared first on OpenBusinessCouncil Directory.

How to Excel at Value Based Interview

Performing and preparing for a value based interview

Value based interviews (VBIs) are increasingly being adopted into recruitment processes to ensure that organisations hire staff that fit into their ethos and culture. Particularly in organisations where client, customer or patient care is critical to success, value-based interviews have become a popular technique to gain insight into the way people think or may make decisions.

Over the last few years, both public and commercial organisations, such as the NHS¹ and Nissan^2, have invested in value-based methods of recruitment to find the right staff.

With this in mind, Aaron Wallis Sales Recruitment has collated some essential tips for preparing and performing for a value based interview:

Preparation is key

Like any interview, preparation is half the battle. However, in the case of a value-based interview, you’ll probably need to go beyond rehearsing why you think you’d be a good fit for the role or where you’d like to be in 5 years time. Thoroughly research an organisation’s values before the interview, as this will give you clear insight into the type of questions they may ask you. It can be a good idea to go through the company’s ‘About Us’ page on their website, to give you any valuable details about their mission and vision.

Match an organisation’s values to your experiences

After collecting a list of values from the available information you have about an organisation, think about experiences in your professional life where you have shown each value. Write down a list of the top 5 values you think could come up during the interview and think back over everything you’ve achieved in your career so far that could show how you meet these values. These experiences may need to be discussed during the interview to ensure they are anecdotes which could reasonably be conversed in an interview environment!

Rehearse these values

Type up each experience before the interview and rehearse how you would tell an interviewer about the experience which shows a particular value.  It can be a good idea to use the STAR technique (situation, task, aim, result) when discussing an experience to properly structure your answer and give an interviewer the full picture of how you demonstrated a value. Don’t be afraid to rehearse your answers in front of the mirror! Practice definitely gets you closer to perfect.

Ask value based questions in return

It’s good practice to have questions on hand to ask at the end of an interview to show your enthusiasm and interest in a role. If you’re in the situation of a value based interview, why not ask a value based question in return to show that you’re serious about working in an organisation which has a clear vision and workplace culture. By asking “Can you tell me about the workplace culture of the company?” or “What are the long-term ambitions of this organisation?” it shows that you’re a serious candidate who knows the type of company they want to work within day-to-day.

Robert Scott, Managing Director at Aaron Wallis Sales Recruitment said: “Value-based interviews can often be daunting as they follow a different format to the traditional interviews which people are used to. Despite this, as long as you’ve prepared and practised thoroughly, there’s really nothing to be concerned about. Thorough research before the interview is the key to success – it can be a good idea to trawl through company documents online, or if you already have contacts within that organisation ask them the values which the company has expressed to follow”.

Contributed content

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

The post Hints From Recruitment Agency for Excelling at Value Based Interview appeared first on OpenBusinessCouncil Directory.

As a new business owner, you are probably trying to keep tight control of your purse strings. That’s a good strategy as one of the main reasons why so many businesses fail within their first year of trading is because they are spending a lot more than what they are making. In the first couple of years of running a business, it’s crucial to be conservative with spending and try to limit expenses as much as possible. However, that’s no reason to stop spending money completely. After all, there are certain areas of companies that need to be well funded in order for them to thrive and grow successfully. So, make sure you are spending your cash on the following.

Marketing

Without good marketing, there is no way you are going to keep on attracting new customers to your business. Sure, there are some aspects of marketing that you could do yourself, but it’s always something that is best left to the professionals. A good marketing agency will know exactly how to target your intended audience and will help your company shine as a result.

Recruitment

You need to make sure that you are bringing the best talent onto your team so that your various projects are completed to a high standard. Plus, wronging mismatched individuals will increase your employee turnover rate. This will require you to constantly recruit new workers, which will increase expenses. So, invest in good recruitment that can bring the best people onboard the first time around.

Legal

There are quite a few small businesses that don’t bring a full-time lawyer onto their team. Not doing this or not outsourcing your legal to a professional firm could be very costly. Firstly, you won’t have any legal representation should you need some. Secondly, representing yourself in court might not work out in your favor, and you might then be faced with some hefty legal bills. So, it’s best to invest in a strong legal team from the start.

IT

IT Support is something else that many small businesses fail to invest properly in. Even if you have a good level of knowledge and experience in tech and IT, it’s still worth outsourcing your support to a reliable firm. After all, you might not always have the time to work out what’s wrong with a computer that won’t start. IT downtime can be very costly for all kinds of businesses, so get some support that can help you keep this to a minimum.

Insurance

Finally, it is really important that you are investing in plenty of business insurance. There are different types of policies and covers that are available to organizations, so it’s necessary to take the time and look into what you need. Thankfully, insurance cover doesn’t always have to be expensive. In fact, if you go through an insurance broker, then you will be able to find some really good deals.

If you aren’t spending on one or more of these areas, it is crucial that you start to as soon as possible!

This is an article provided by our partners’ network. It might not necessarily reflect the views or opinions of our editorial team and management.

Contributed content

Hernaldo Turrillo

Hernaldo Turrillo is a writer and author specialised in innovation, AI, DLT, SMEs, trading, investing and new trends in technology and business. He has been working for ztudium group since 2017. He is the editor of openbusinesscouncil.org, tradersdna.com, hedgethink.com, and writes regularly for intelligenthq.com, socialmediacouncil.eu. Hernaldo was born in Spain and finally settled in London, United Kingdom, after a few years of personal growth. Hernaldo finished his Journalism bachelor degree in the University of Seville, Spain, and began working as reporter in the newspaper, Europa Sur, writing about Politics and Society. He also worked as community manager and marketing advisor in Los Barrios, Spain. Innovation, technology, politics and economy are his main interests, with special focus on new trends and ethical projects. He enjoys finding himself getting lost in words, explaining what he understands from the world and helping others. Besides a journalist, he is also a thinker and proactive in digital transformation strategies. Knowledge and ideas have no limits.

The post 5 Areas New Businesses Need To Spend Money On appeared first on OpenBusinessCouncil Directory.