The Best Ways to Fill Vacancies In Your Company
As your business grows, you will start to have some gaps to fill in the team, and it is not uncommon for many companies to have some regular staff turnover. Hiring is one of the most critical parts of securing your growth and success as a company.
So how can you hire or move the right talent into these open spots?
Sometimes the job that needs to be done can be outsourced. Even when there is some sensitive or privileged information, hiring a freelancer and having the proper security and access allowance in place is a great option.
Before you put up an advertisement for the role, work out how many hours it really needs. You might find the role doesn’t need a full-time freelancer or consultant but rather a few hours per week instead.
When you go this route, you have the luxury of looking for a specialist who has a large amount of experience in many industries.
Hiring temporary staff can be the perfect interim option for things like maternity and paternity leave. Temps can also be used to great effect to fill a gap between hires. It can be tricky to get the right temp if you are doing it yourself, so it is always a good idea to check out a temp agency. They will have pre-vetted people on their books, and you could have the person you need in a matter of days.
A great thing about temp staff is that they aren’t typically going into the role with a view to going full-time or in-house but are usually open to the option. And, you might find the right temp person long-term.
Often company structure has trainees, interns, apprentices, and new starters. Each of them will be working towards their career goals, and ultimately you’ll need to decide if those skills are something you want to keep in your company or not.
Internal restructuring can give you the opportunity to move some of these into full-time positions. Keep in mind that salary and title should reflect the promotion, and you’ll need to then accept applications for trainees and apprentices to replace the ones that move up.
It is also possible to split the tasks of a role across other members of your team; again, though, there will need to be compensated appropriately for the new workload.
Putting a simple job advertisement up is still a great way to find eager people who are looking for a new career. To get the suitable applicants, the wording should speak to the person you want. A carefully crafted job posting is much better than a quick ‘staff needed.’
People want to see the responsibilities of the role, the location (with many people now having a preference for remote), and most importantly, the salary. Although it can be tempting just to put a short post up and hope for the best, set some time aside to look for job boards, and make use of LinkedIn too.
Choosing the suitable candidates can also be made easier by looking for specific words and qualifications that display knowledge of the area. However, it can also be a good idea to throw in a few wild cards, too, because it’s not just skills that matter when it comes to hiring.
Many graduates attend networking and job fairs, and it is a great place to find candidates that are fresh from the learning experience. They can bring a lot of value to the role because they are looking to put their skills and knowledge into action.
Perhaps more importantly, they are completely up to date with all of the modern changes in the industry and the newest techniques.
While they will require some practical training and experience, they can bring a lot of energy and innovation to the role – which can be brilliant for a growing business.
One of the more common ways to recruit new talent is by offering an incentive to your current staff (usually financial) to refer people they know who may be a potential match for the position. Often people have friends and acquaintances who are in a similar industry or role – and discuss work.
Referral means that your current team members can vouch for the potential hire, they get some benefit for the effort, and you (most often) will get a new team member.
The road to recruiting the right people isn’t always smooth; here are some things you need to be aware of: Avoid These 3 Mistakes When Recruiting New Talent – Matt Sweetwood.
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