Finding The Right IDD Service Staff - Essential Prep Work
Your employees are the everyday “face” of your company and can make or break your business. They are likely your most costly ‘production item’ too. Never ever hire the first person who walks in the door “just to get it over with,” or “get somebody (read – anybody) doing the work”. Doing so can be a fatal error. This is especially true for small companies that can’t afford to carry dead weight on payroll.
So how do you optimize your chances of hiring the right employee for your company? You must first do the prep work!
Begin by understanding the requirements of the job being filled ie figure out your staffing needs before you even begin looking for candidates. What kind of personality, technical know-how, experience, and education are needed? To determine these attributes, sit down and do a job analysis covering the following areas:
The physical/mental tasks involved (ranging from judging, planning, and managing to cleaning, lifting, and housekeeping)
How the job will be done (the methods and equipment used)
The reason the job exists (including an explanation of job goals and how they relate to other positions in the company)
The qualifications needed (training, knowledge, skills, and personality traits)
If you’re having trouble describing the job to yourself, it will be impossible to communicate what you’d like the new team member to achieve once hired. This leads to frustration and disappointment on both sides. One way to get information for a job analysis is to talk to employees and supervisors at other companies that have similar positions.
Next comes the job description. This is basically an outline of how the job fits into the company. It should point out in broad terms the job’s goals, responsibilities, and duties. Write down the job title and whom that person will report to. Next, develop a job statement or summary describing the position’s major and minor duties. Finally, define how the job relates to other positions in the company. Which are subordinate and which are of equal responsibility and authority? Is the job part-time, full-time, permanent or contract work?
The job specification describes the personal requirements you expect from the employee. It lists any educational requirements, desired experience, and specialized skills or knowledge required. Include salary range and benefits. Finish by listing any physical or other special requirements associated with the job, as well as any occupational hazards.
Now we’re clear on what the company requires of the successful candidate we can create an ad for the position.
Use the job specification and description to write an ad that will attract candidates to your company. Some employers make the mistake of writing ads to garner lots of candidates but that leads to a subsequent waste of HR (human resources) time and energy interviewing candidates who just don’t fit your requirements. It is best to write an ad that will lure qualified candidates and discourage others. So pull out the top four or five skills that are most essential to the job.
Don’t, however, list requirements other than educational or experience-related ones in the ad. Nor should you request specific personality traits (such as outgoing, detail-oriented) since people are likely to come in and imitate those characteristics when they don’t really possess them. Instead, you should focus on telling the applicants about the excitement and challenge of the job, the salary, what they will get out of it, and what it will be like working for you.
Finally, specify how applicants should contact you.
Once you’re happy with your ad where do we send it?
The classified ad section of your local newspaper, both in the printed and online versions. Place your ad in the Sunday or weekend edition of the largest-circulation local papers.
Tap into your personal and professional network. Tell everyone you know—friends, neighbors, professional associates, customers, vendors, colleagues from associations—that you have a job opening. Someone might know of the perfect candidate.
Contact school placement offices. List your openings with trade and vocational schools, colleges, and universities. Check with your local school board to see if high schools in your area have job training and placement programs.
Post notices at senior citizen centers. Retirees who need extra income or a productive way to fill their time can make excellent employees.
Use an employment agency. Private and government-sponsored agencies can help with locating and screening applicants. Often their fees are more than justified by the amount of time and money you save.
List your opening with an appropriate job bank. Many professional associations have job banks for their members. Contact groups related to your industry, even if they are outside your local area, and ask them to alert their members to your staffing needs.
Use industry publications. Trade association newsletters and industry publications often have classified ad sections where members can advertise job openings. This is a very effective way to attract skilled people in your industry.
Go online. There are a variety of online job banks and databases that allow employers to list openings. These databases can be searched by potential employees from all over the country. And don’t forget LinkedIn, an international professional networking site, where you can post jobs and find candidates through the site’s automated talent matching system.
In our next blog we’ll look at the 7 interview questions to consider that that will help you choose employees who are the right fit for your IDD service business and company culture. Meanwhile contact Focused Software today – we’ll be happy to provide a free, no-obligation demonstration of the Focused Software Electronic Health Record. We’ll make sure to discuss how our system can make your staff even more efficient too!
Planning meeting – https://pixabay.com/en/users/StartupStockPhotos-690514/