3 Proven Tips for HR Managers to Hire Geniuses
Finding a genius employee is as difficult as finding a needle in a haystack. In spite of the thousands of qualified graduates that come out of engineering and B-schools each year, hiring talent that is perfect for your organization can get quite cumbersome.
Some may have the qualifications, but not the skill; the others may have the skills but not the necessary certifications. On top of this, there is the question of designing the right job profile, offering the correct salary package and taking care of a myriad of other factors in the selection process that influence employment decisions among businesses as well as candidates.
If you are lucky enough to come across a candidate that holds promises of becoming a start employee, as the head of the human resources team, it is important that you take necessary measures to make sure the genius eventually joins your business.
Here are 3 proven tips that HR managers must consider to hire and retain geniuses
1. Stay in Touch Proactively
After a few interview rounds of the employee selection process, if you have developed a bias towards a particular candidate, make it a point to pursue him or her proactively.
If you neglect the candidate for weeks together because your company got busy with an internal audit, or you were still evaluating the other applicants; chances are that the candidate with the most prospects will lose interest in your opening.
Considering that his or her profile is extremely strong, one cannot blame the candidate for prioritizing other employment opportunities, if they happen to come by. It is thus important that you proactively keep in touch with the candidate, with an aim to maintain his or her levels of interest and also express your interest in a possible association in the future.
Keep in touch with them through phone and mail up until the point they join your organization. This way you will be able to also instill a sense of security for the new employee.
2. Open a Dialogue
Before the candidate officially joins your organization, you can hold a consistent dialogue with him or her on various factors. Also, it is important that major aspects of your organizational culture and professional expectations are discussed with the candidate before you hire the employee. Discuss factors such as salaries, benefits, appraisal policies and understand from the candidate how they would be able to creatively fit into the role that is assigned to them. Understand factors that influence job satisfaction for the candidate, and find ways to meet mid way in the best of your capacity.
No matter how ideal a candidate is for your business, misunderstandings pertaining to commercials and job expectations can lead to a lot of distress within the organization. It is best that both parties have clarity on the nature of association.
3. Making the Most of your HR Team
The HR department in your office is not only responsible to identify platforms where they can post jobs for free, short list resumes and arrange interviews. Streamline your job recruitment process a little more by involving them in regularly engaging with the candidate. As a member of the management team, stays involved in the entire process and make it a point to inform them about their offer face-to-face as against over mail or the phone. Even though your candidate may be serving a notice period with his or her existing employer, try to set up regular meetings at his convenience to induct him into the business and orient him with what is expected.
Now that you have hired the most sought after candidate in the market, it is important that you find ways to retain them. The key is to keep them as motivated about doing their job as they were for getting the job in the first place. Put the interests of your employees first and make sure they know you are doing so. This way you will be able to inculcate a sense of organizational loyalty not only among your best candidates, but your staff in general.
It is also important that you stay involved and leverage the emotional intelligence of your employees. If you disengage yourself from the hiring and training process, chances are that the culture and environment you intended to create as a leader may not be effectively implemented. By following these simple rules you will be able to create a progressive work environment.
How have you managed to attract and retain the best talent for your business in the past?
Global Jobs Network, a network of five job portals: IT Jobs, Food Jobs, Health Care Jobs, Media Jobs & Finance Jobs.
If you are an Employer, Post a job at Global Jobs Network and go through hundreds of applicants! Choose the one that fits best!
If you are a Job seeker, Search a Job at Global Jobs Network and get the job that is really made for you!
