We have all heard the phrase ‘finding the right man for the job’ and it rings true to this day. Workers and employees are constantly looking to better themselves in their field, take on more responsibility for a bump in salary, and find ways to climb the corporate ladder. What you want is someone specialized, who has had the experience and years under their belt to perform the tasks to the level that not many people can, and you need to act quickly.
Too often bosses or managers wait, hesitate, believing that the grass may be greener on the other side if they just wait, but this is rarely the case and when you go back to the original offer it has left the table. Don’t let that be you.
The various departments in a business or company are an integral part of the overall smooth-working and operations, for this to happen you need to ensure that your department head has a handle on things and the best team by his side. If operations recruitment makes up a large chunk of your firm then finding the right man for the job could well become your slogan of the month.
In simple terms, it is a section leader or area manager (someone in charge or in a position of authority with permission to make executive decisions) who will find a new staff member to fill a vacancy within the company or department.
They will take on the task as well as the full responsibility of ensuring the candidate is qualified and skilled to fill the position but also has the right personality. While they may be everything you need on paper if it isn’t a good fit when interacting with them during the interview or probation period the job could become awkward and even too much effort to make work.
There are a few more factors that describe what a recruiter is (see here https://www.smartrecruiters.com/resources/glossary/recruiter/ to learn more) but what is clear about this position is that the boss or CEO trusts their judgment and thus they are in a position to also not hire particular applicants for whatever reason. Irrespective of if they seemingly tick all the boxes on the skills list.
Once you have found the person who you believe will be a good fit within the team and the company you can bring them in to see how they essentially fair the waters. Are they compatible with other staff members, do they make an effort to discover their surroundings, and at the end of the day have you made the right choice.
There are a few fundamentals you can keep in mind and look out for as they go about their day and perform the job you hired them for, and as you watch them you will know if it was a good decision. Let’s look at what some of those traits are to consider.
- Behavior. Are they professional at all times, courteous to others, and accommodating if need be.
See here for an interesting article on the topic and if you are on the latter part of this discussion as an employee then there are some great tips to help you through this stage of the hiring process.
- Attendance. For the most part, new staff arrive on time and with enough to spare should they need to change into uniforms or want to make a quick cup of coffee before starting. This should be monitored as they settle into the routine and work schedule so as not to get too comfortable that they forget the rules.
- Achievements. Have they managed to reach a goal set for them, or even if not set but they still accomplished it is a great sign of future potential.
- Development. Since meeting with them have they shown growth, learning new skills or techniques, this will validate your decision and you can breathe easy again?
It may not always be easy recruiting and finding a good match, a person who seemingly integrates within the company but they are out there, and before someone else snaps them up, be sure to hire them.
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