Over time, your business will grow and the demand for work will also increase. In addition to that, with a more stable budget it will be possible to invest in other important points that were not a priority at the beginning. come then time to delegate tasks and responsibilitieshiring other people to be part of your business.
But andchoosing your team members is not an easy task. To make a good selection you need to know exactly what you need and be careful at every stage of process.
What to look for in an employee?
The ideal is to start the search considering the weak points that you identified when you started your venture.
Ask yourself what are the tasks that a person with other experiences and skills could perform more efficientlyalso considering activities that you know how to do correctly but that require more time than you have available.
you have to look for people who can complement their potential with yours and that, in addition, they have the same values as your brand.
Maria D’Orazio, Talent Acquisition & Culture Manager of Tiendanubeshares some tips:
The search will depend a lot on the profile you require and the company/business you are looking for, but the idea is to always evaluate two basic things:
1- The “technical” part of the job: here is ideal be able to evaluate in the most representative way possible the tasks to be performed by that person.
For example, if this person is going to do customer service over the phone, a good way to evaluate it is to do a role play where you pretend to be a customer and see what an interaction would be like, how they communicate, if they try to solve the customer’s problem, etc. .
two- The “attitudinal” part: here it is not only important the “what” you are going to do, but also the “how”. It’s fundamental that the values of your business and the values of that person are aligned.
For example, if a very important value for you is transparency, you can evaluate if you are about to hire an honest person, who always tells the truth.
This is the most difficult part to evaluate, but it is very important, because it is the way in which they will be able to work very well as a team, if they really coincide in their most relevant values.
How to advertise vacancies?
To reach the right candidates It is necessary to follow a series of strategic steps:
1- Advertise searches in the right places
Depending on the style of your brand, it is possible to choose different media.For example, why not take advantage of ?
Another tip is search for candidates in universitiessince there are always good students waiting for an opportunity.
The most accurate option, however, are specialized channels such as , or . These platforms have resume building and research resources according to each professional interest, which makes it easy for those who are really interested in discovering the vacancy.
Maria says that the best way to advertise vacancies nowadays is usually LinkedIn. Why? You can advertise the search and you can also proactively search for people you are interested in and write to them to tell them about your proposal.
Learn more about this professional social network:
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2- I described in each advertisement what exactly is expected of the candidate
Take into account the level of education, skills and knowledge, minimum experience and fluency in a language, among other things.
Avoid being too restrictive: unrealistic demands, such as advanced knowledge in too many areas, can discourage people with a lot of potential and make them feel that they do not have a chance to access that job.
3- Explain some of the specific tasks of the position, the benefits offered and the information that describes the culture of your company.
It may also be interesting to ask the candidate’s economic expectations to find out if it is aligned with the salary you are willing to pay.
Another good practice is to suggest sending some material that serves as a demonstration of their abilities, such as a cover letter or the solution of an exercise or problem.
How to choose a candidate?
Once you have the resumes that were submitted for the open position, it’s time to make a selection. I read each one carefully and do research on candidates on the internet: This is not about invading anyone’s privacy, but about seeking information that is publicly available. Inevitably, the image of your future employee will be associated with the image of your business.
For interviews you can choose the guided model, with standardized questions, or by a more spontaneous conversation. In both cases, however, prior preparation is necessary. Consider in advance all the issues that have to be addressed, also thinking about how to present your brand.
Later, in the personal meeting with the candidate, give him more freedom to tell his personal and professional story in more detaildescribing what you learned and the difficulties you had in previous jobs.
Also seek to know their expectations in relation to the position and their opinion about the vision of the brand. Keep in mind that you are dealing with a person with unique characteristics; it is important that you avoid stereotypes.
Depending on the type of position, it can be quite useful to do some group activity that includes interactions between the different candidates. For example, if you are looking for people with a more communicative profile, who are going to have to interact with several people to do their job, you can propose group activities to assess how they behave spontaneously.
Finally, Mary keep in mind two very important aspects in the process of selecting a candidate:
What cannot be missing is to evaluate both the technical and attitudinal part. The attitudinal part seeks to align the culture of your business. If your culture is not defined, you can start by understanding what your purpose is and the main values that you want to guide you when making decisions.
Two very common mistakes are: on the one hand, focusing only on the technical and not on the attitudinal and, on the other, focusing on very theoretical things that do not necessarily represent the work that person is going to do. It is best to try to see him in action doing or pretending to do the job for which you are going to hire him.
Synthesis
The selection process should be carried out gradually and unhurriedly, since hasty decisions can cause problems in the future. Hiring an unqualified person for the position, in addition to not generating a return on the cost of training (which is not low), harms the pace of business operation and can decrease the motivation of colleagues.
Once you have chosen someone, do not forget to train them on everything they need to know, make them aware of internal policies and encourage them to socialize and integrate into your business in a pleasant way.
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