We focus on the latest technology, the best and cost-effective methods of project implementations, and now the new trend is to opt for a data-driven model. But one aspect that will always play a crucial role in the successful and on-time completion of a project is the human resource. It depends on how the team members adjust and adapt quickly, respond to the clients, and their satisfaction. The team members should not blindly say yes to everything, at the same daily arguments or fights could become exhausting. At times due to a single person, the entire team could be affected. Consider the tips given below for hiring the right team for your project.
1. Give an accurate job description:
A team manager should be clear about expectations from the members. A job description should attract applicants who qualify for the role. You may not be directly involved in the process of hiring. Therefore, with an accurate job listing, it becomes easier for recruiters to interview candidates and select the best ones. A detailed job listing lets them determine whether the candidates have exposure to the skills required and their ability to learn quickly. It should also have info about employment conditions and hint about work culture in the company. These details will help the candidates assess their fit for the role.
2. Determine the culture fit:
Businesses adopt different models of operation. Some tend to opt for a collaborative approach and prefer an open office, whereas some have a strict hierarchical system. In some companies, employees might work late and take breaks, have parties, and enjoy once the project gets completed. Imagine a person who is the best fit for the skills and experience required. But he does not get along well with others and does not believe in its core values. He would not be able to continue in the job for a long time, despite being well-qualified. Moreover, it affects the general morale of others too, and at times, the situation could turn toxic. Apart from face-to-face interviews and personality tests, the HR industry utilizes data-driven approaches to recruit the right candidate.
3. Evaluate thoroughly and define role-based assessments:
At times, the candidates are highly smart and could predetermine what the interviewer is expecting from them. They tend to tweak their answers accordingly, and one might discover their characteristics and capability later on. Thus it is advisable to scrutinize and get the data validation from reliable service providers like Socium. You could ask the candidates, questions like the challenges they faced in the past, how they helped the team members, and how they reacted to feedback from their managers and seniors. Their answers will help you to judge their compatibility with the team. Some jobs require you to be innovative,problem-facing, and some need a presentable and customer-centric approach. Thus, it is essential to do a role-fit assessment.
Hiring has to be a well-planned process. Selecting team members in the nick of time is not advisable. You could end up with a less-qualified and less suitable team. Do not make a recruitment decision in haste, and do not be biased.
4. Build a diverse team:
It is a natural tendency to recruit people who are like us. You feel an instant connection and hope to have a great time working together. But research has shown that when people with different ways of thinking come together, the team becomes innovative, and you could make better decisions. Moreover, when employees are from diverse backgrounds and have unique experiences, a newcomer tends to feel more included. There is plenty to learn and share from one another. It sets the path for higher engagement and better collaboration. Thus, diversity is the key to effective teamwork. By ensuring diversity in the team, it is possible to avoid groups and increase productivity.
5. Consider referrals and previous work:
When you recruit through employee referrals, you save time and money. Moreover, such candidates have better info on the company’s work culture, and their onboarding is quick and smooth. Also, an existing employee knows that his reputation depends on the incoming person’s behavior and performance. Thus they are more likely to introduce a well-qualified and adaptable person.
Most of the recruiters verify the employment history of a candidate. But may not check with the references given. The vetting process lets you determine the candidate’ s behavior with previous coworkers and find the reason for his quitting. It is a quick way to reject unsuitable candidates and hold an effective interview.
To sum up:
A good team is the number one reason behind the success of a project. Whereas a bad hire is directly responsible for a decrease in productivity. It leads to loss of both money and time. You have to spend more time and resources on giving training for the recruit. Moreover, when the members do not fit the work culture, problems like miscommunication can happen. It further leads to conflicts and complicates the situation. It takes a long time to recover from the damage done. Therefore, one has to be careful and have clarity while hiring for a team.
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