Your organisation’s biggest asset is it’s people. Without the right people, your business won’t prosper — it’s as simple as that. Therefore, it’s of utmost importance that you hire the right people for the right jobs. Your long-term success as a business owner depends on it.
Here are some effective human resource management tips to help you make sure that you hire the right people to fill the right positions.
Some of today’s most successful businessmen don’t exactly have glowing resumés. Bill Gates and Mark Zuckerberg were both college dropouts before they founded their individual multi-billion dollar empires. Additionally, Gates was also part owner of a failed business called Traf-O-Data.
This goes to show that a candidate’s worth to an organisation isn’t just confined to a simple one or two-page document. Often times, employers or human resources departments check on resumés and disregard certain people because they didn’t graduate from a good school or didn’t work for a well-known company, which shouldn’t be the case.
Now, this doesn’t mean that CVs are without purpose. After all, they give you an overview of an applicant’s educational background and employment history. What they don’t provide you, however, is the the bigger picture. A resumé can’t and should never be used as the primary basis of determining whether or not an applicant is fit for a position.
A resumé does not tell you about things like a person’s passions, ambitions or career goals — aspects of a candidate’s profile that are more helpful in revealing whether he or she is right for the job. You can’t really find an applicant’s motivations just by reading his or her resumé.
Say you’re a small business owner looking to hire a personal assistant. It wouldn’t do you any good to hire someone whose dream is to work for a Fortune 500 company and get to travel the world. The person may accept the job, but sooner or later (and it’s usually sooner), they’ll move on to other things.
As an entrepreneur, you’ve developed certain ways to do business. This includes how you treat your clients, how you sell your products or services, how you value your relationships with your suppliers, and so on. All of these things determine what kind of culture your organisation has.
It will be in your business’s best interest to hire people who fit with the culture you’ve cultivated within your organisation. Your business processes will run more smoothly if your people share your mindset.
It is somewhat difficult to explain your company’s culture to a candidate in just the few minutes it takes to do an interview, so take the necessary time to prepare. If possible, give your prospective candidate a tour of your office or business location so they get a concrete idea of how you operate.
Interviews are all about asking the right kinds of questions.You can’t simply ask applicants if they think they’re bad employees because they’re not going to tell you the truth. What you can do is structure your interviews and ask the questions that will help give you the best idea of how a certain applicant performs.
Through a proper interview, you can learn if a candidate is suitable for the job or not. However, it’s not always about skill. Skills can be learned; personality, on the other hand, can’t. So rather than asking solely performance-based questions, mix it up with some questions on personality.
Ask applicants about their hobbies, their aspirations in life, what motivates them to succeed, how they deal with adversity and other questions of a similar nature. These types of questions will not only help you in evaluating if an applicant is fit for a position, but also if the applicant is fit for your team and your organisation in general.
If you’re a business owner looking for human resource management experts, get in touch with Easdowns today. We can provide you with business advisory services that will help you maximise your organisation’s most essential resource — your people. Feel free to contact us anytime and get an initial consultation at no cost.
You can also read ourblog for other business management tips.
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