Hiring Quality And Reliable People


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Ask your accounts department to list down all the assets of the company and find out their evaluation. They will prepare extensive sheets and present you. Ask your research team to estimate monthly requirement in correspondence to the competition. Another set of sheets ready. Instruct supervisors to get the requisite production ready. The supplies are ready to be sold, and direct marketing team to create ample demand. Products are sold. Human Resource team, I do not have spare time for them right now, please ask them to wait.

If that’s the guiding principle behind allocation of time, than you are perhaps missing out the basic success factor behind the desired implementation in various field as stated above. The key and common source that acted as an enabler of all the stated crucial tasks was the manpower without which any firm, irrespective of size or nature, is dysfunctional.

Failures have always been attributed to various factors, but such case studies always seem to overlook the importance of hiring quality and reliable people in the overall operations.

Common Mistakes to Avoid While Hiring:

Skill Duplication: Successful Directors, who started small, believe that they know it all and this picture motivates them to replicate their own skills while hiring. There is tendency to ignore the requisite diversity, which tends to create a shortage of skill set at a later stage. Therefore, to have substantial working capacity, it is suggested to complement your present resources rather than replicating them.

Lack of Involvement: Various managers are of the belief that HR is an easy task and therefore attention must be paid to other more important jobs. While they save some time here, by not being present during recruitments, however, this lack of involvement leads to recruiting inappropriate personnel for the job thus wasting loads of time and resources at a later stage.

Poor Job Definition: Scant knowledge of requirements and misappropriate need definition often tends to selection of the wrong candidate, who is nothing, more than a burden to the firm. To hire sensibly, it is crucial to first define the job responsibilities and based upon them the desired skill set.

Conflict between Departments: Deserving candidates are not recruited on appropriate positions due to internal company politics or lack of understanding between various departments, which must be streamlined in order to succeed.

Ignoring Existing Pool: Firms at times are too focused in identifying and recruiting new resources that HR managers have literally no time for the existing pool. This tendency to ignore the needs of the all ready existing employees acts as an outlet for them and creates unnecessarily competition. So complement recruitment with the right retention strategies.

Therefore, to keep up pace with the stiff competition and increasing requirements, give a stiff look at the internal procedures being followed while hiring and ensure that the right candidate is selected for the right job. Hiring quality and reliable people, who know their job, is the mantra to success.

Alexander Gordon is a writer for http://www.smallbusinessconsulting.com - The Small Business Consulting Community. Sign-up for the free success steps newsletter and get our booklet valued at $24.95 for free as a special bonus. The newsletter provides daily strategies on starting and significantly growing a business.

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