How to engage personnel for my business
27 June 2009 - 16:21
We see next how we can engage new personnel for our business:
1. To describe the vacant position
In the first place we must analyze the vacant position for which we are looking for candidates, and soon to make a written description of this one, most detailed possible.
In this description we must indicate in the functions, tasks, obligations and responsibilities that must have the worker who occupies the position.
Also, we must indicate the people on those who it will depend directly, as well as the people who will be their subordinates.
While more detailed it is the description of the vacant position, majors possibilities we will have to find the person indicated to carry out it.
2.
Once we have analyzed and described the vacant position, we must determine the requirements that must have a person so that it can postulate to this position.
We must indicate which will be the experience, education, knowledge, abilities, skills and attitudes that the candidate must have.
For example, if we are looking for candidates for a position related to the attention the public, we could require candidates who have experience in the position, which they own abilities to be related to the others and to communicate, and that counts attitudes to take care of and to serve the client.
3. To design announcements
The form most common to look for or to summon candidates to postulate to a position, is traverse of the publication of announcements or warnings.
When writing up the announcements, we must be based on the requirements that we have defined previously, and to be most precise and specific possible, so that they do not look for too many candidates to us and, thus, to avoid to spend long time and money.
But, on the other hand, we do not have to place unnecessary requirements or that put fences very high, that us could limit too much the search and the possibility of summoning good candidates.
For example, if we are looking for maintenance personnel, asking certain level of training, could be a dissuasive factor for good candidates for the position, who perhaps do not own the required level of training, but which they could have the knowledge, the ability and the necessary attitude for a good performance.
Besides the requirements that must fulfill a person to postulate to the vacant position, a use announcement can include a brief description of the business, the functions that the employee will realize, the physical address where they can leave his curricula, the direction where they can approach to realize an interview to them, the electronic direction where they can send his curricula to us, the telephone number to where they can call us by any consultation, and the terms and dates in which they can send his curricula to us, or to approach to be interviewed.
A factor important to find good petitioners, is to choose the place well where we place the announcements; in order to know where to place them, we must consider the type of candidate that we are looking for.
We can use newspapers, Internet, posters, murals in training centers, walls or windows of the premises of our business, etc.
But, besides the use of announcements, also we can obtain to candidates, asking for them to centers studies, to known friendly or; or, even, to our own workers.
4. To select personnel
Once we have summoned the candidates, and their curricula have sent us, we happened to review them and to discard those candidates who do not fulfill the asked for requirements.
And to the rest, we happened to mention them for an interview, in which we will make open questions them with the purpose of to verify if they really fulfill the requirements necessary to be able to evolve in the vacant position.
Then, once evaluated to all the petitioners, we happened when selecting to which better it fulfills with the requirements, that is to say, when most suitable vacant bring up to full strength.
In this point we can choose to verify the information or the references that the petitioner has offered us, for example, communicating to us with its old heads and consulting to them if the information that has offered us is correct, and of step consulting to them on the performance in its old company.
5. To engage personnel
Once selected to the ideal candidate vacant bring up to full strength, we happened to contract it, that is to say, to sign along with him, a contract where we indicated the position to carry out, the functions that will realize, the remuneration that will receive, the time that will work with us, and other aspects that can be necessary.
But before deciding to contract it, we can on approval put it during a brief period of time, to see that so one develops in its new position, and to see how it is related to the clients, heads and companions.
6. To enable the new personnel
Once we have contracted the new personnel, we must try that one adapts quickly to the company, and enable it so that it is possible to evolve correctly in its new position.
For it we can begin with presenting to him the facilities and the areas the company, to let know him where they are the tools that could need for their work, to present/display its immediate supervisors to him, and to their companions.
Soon we can inform on the processes and the policies to him into the business, and then, enable it on the functions, tasks, responsibilities and obligations of its new position.
This presentation and initial training, we can do it we ourself, or we can assign a supervisor, a tutor, or a person who are in charge especially of it.
Labels: Step by step, Human Resources
Compártelo
Related contents:
- What is due to consider at the time of engaging new personnel
- Steps to incorporate new personnel to a company
- How to improve the performance of the personnel
