We want to expand our staff in the new year, but isn’t it too early to think about that? If you know that hiring more people will be a Q1 task, it’s not too early to prepare. Like most things in business, planning is the best thing you can do for the most successful outcome.
What Will You Be Looking for in a Candidate?
The first step is determining what departments or areas in your company have gaps.
That’s a good thing as it will mean that individual is seeking a long-term opportunity.
It is also beneficial to have a profile of what type of person you seek, also known as an “avatar.” It may sound complicated, but it doesn’t have to be. Is there an example of someone who performs at the level you want? It could be within or outside of your company. If you have an example of the qualities, write them down, and include questions that help them convey how they would manage certain situations.
- How do you manage your team members during a tight deadline?
- Give me an example of how your communication skills kept a project moving forward.
- How do you handle conflict among your team members?
Set the Wheels in Motion
If the first quarter is the hiring timeline, don't wait until the beginning of the year rolls around before preparing for a great hire.
During the holidays, people are busy and not necessarily seeking a career move, especially if they’re counting on an end-year bonus. If you’re working with a recruiter, this time of year isn’t as daunting as their network never sleeps.
They have access to candidates who want to make a move in the new year but aren’t actively looking via the most common means.
This advance action will still allow you to postpone the actual hire to Q1, but wouldn’t it be great to begin the process to hit the ground running in the new year? In a candidate-driven market, this thinking will make all the difference.
Get the Market Facts
When you work with a professional recruiter, they should be following the trends and will provide more clarity when it comes to competitive salaries for that job type.
- Offer suggestions about other benefits that will keep you competitive and attract the candidates you want.
- Help you define your company culture so everyone involved knows what to expect.
Ask for Help
If you're like most business owners or department heads, your plate is full.
- Reviewing and filtering incoming resumes
- Doing your best to separate the legitimate from the “creative” applicants who embellish their qualifications
- Engaging on social media
- Upfront interviews to narrow the candidate pool
Yes, you can do it on your own, and some business owners are used to it, but working with a recruiter will allow you to continue to focus on your core business.