As a business owner, you likely have a million things to think about on a daily basis; for some, it seems that each morning brings new tasks to juggle and fires to put out. Because of a tight schedule, it can be difficult for some businesses to focus on recruitment and hiring processes, but it’s important to know the best way to find the right employees, as well as what to avoid. Jumping into it quickly in order to get it done will only add to your headaches later, so you’ll need to be as thorough as possible with the process in order to get maximum benefits.
With young people entering the job market every day, it’s time to start thinking about how your company will handle filling open positions with young talent. Here are some of the best tips on how to do just that.
Start with a well-worded ad
It’s important to put in some time working up a well-worded ad for your company’s needs. Don’t be vague; rather, go over exactly which qualities a potential applicant should have and be clear about your expectations. This way, not only will you have some guidelines for interviews, but you’ll also be able to suss out quite a bit about the applicant–and how prepared they are with their resume–when you’re sitting face-to-face. Don’t toss out the applications that don’t have much experience listed right away; you never know what sort of gem you might find if you give someone a chance.
Make sure you have adequate resources
After you release your ad, be prepared for an onslaught of calls and applications, especially if it’s placed right around graduation season (May/June). If you aren’t adequately staffed to handle it all, it will quickly become overwhelming. Make sure more than one person is versed on how to go through applications, give interviews, and field calls so that it doesn’t all fall on one set of shoulders.
Going through applications
A big pile of paperwork can be daunting, but if you’re confident that your ad was clear in what the company’s needs are, you can quickly weed out the applications from those who are looking for any job as opposed to the candidates who took the time to research your business, worked toward a degree in that field, or perhaps interned for a similar business.
Plan for training
It’s imperative that you plan for training hours well before hiring even begins. Depending on what sort of business you’re in, training a new employee can take hours or weeks, and you’ll need to work out a schedule for the person doing the teaching. If possible, take a look at communication practices within your company and make sure the training method is easy to follow; otherwise, your new hire will likely get frustrated and you might have to start the process all over again. Internship programs are also a great way to train young people who have future potential with your company. If you don’t already have one, look into creating one. They offer an opportunity to connect your company with young people and provide you both with the opportunity to make sure it’s the right fit before they officially come on board.
Preparing your company for a new hire can be overwhelming and, at times, frustrating, but if you are well-prepared and are able to put the time into a worthy candidate, the process should go smoothly. Remember that recent grads likely won’t have much experience, but they will make up for it with enthusiasm and willingness to learn.
Vee shares her love of wellness at her blog My New Well.
About Vee Cecil:
Vee Cecil is a wellness coach, personal trainer, and bootcamp instructor. Vee is passionate about studying and sharing her findings in wellness through her blog.
