Foster A Great Work Culture By Avoiding Hiring Blunders

Why do we exactly need a great work culture? Have a look at the following stats. Happier employees tend to help their colleagues 33 % more often than their unhappy counterparts. Satisfied and happy employees are 36% more motivated and also achieve their goals 31% more often. These are the stats of one of the most renowned institutes. And what do these stats directly signify? A great culture at the workplace results in greater productivity and achievement of organizational goals in the given time span.

Great employees are the foundation of any organization, be it a shark tank or a fledgling organization in its hockey stick growth phase. The positive values that they bring in to the present work culture strengthen the bond amongst the employees, but if the organization is careless in its hiring processes, then it has to pay a hefty price in the long run. Here we will discuss that how you can avoid certain hiring blunders and make room for employees who can foster great work culture.

Have a precise job description

Remember! It’s not an essay writing competition, where you need to elaborate each point with a number of concrete examples. You are posting a job description, and you may be tempted to put down the elaborate description. But unnecessary description can lead to ambiguity. Try to bring in method to the madness, be precise on what you exactly want. The ambiguous job description may invite too many job applicants, who themselves are not sure about their prospective role in the organization. The superfluous generalities involved in sifting through the candidates’ profiles leads to wastage of precious organizational time and resources.

Sit back, calm down and relax. Think deep and then chalk out precise and to the point job description. Believe it, you will save a lot of your efforts going down the drain. Diskriter recruitment agency has been helping their clients in jotting down the job description that hits the bird’s eye.

Don’t give in to the pressure. Plan well!

In a hurry to close the position, sometimes we give in to any candidate available. But this knee-jerk reaction is just like playing a gamble. if luck is on your side then the organization sails smoothly without any hurdles. But if suppose the organization has the date with some wrong choice then it becomes a ship without a rudder. In the first place, why to take chance. With planned strategy, it is easy to sieve out the desired candidate from a pool of aspirants. So, take out time, plan well instead of giving in to the pressure.

Potential or experience

It is quite obvious to select an experienced candidate over a novice one. But when the JD demands someone who can add a value proposition instead of routine work then the potential candidate stands tall. A less experienced candidate may bring in a whole new wave energy in the organization which an experienced candidate may lack. A candidate with less experience may have the hunger for learning new things and can bring in new ideas which can take the organization to a whole new level. It is quite important to understand the JD well, on the basis of which candidates should be selected and priority to experience and potential should be given as per the requirement. Recruitment agency, Diskriter, provide an access to a pool of novice and veteran candidates as per the requirement of our clients.

Thorough background check

Last and of course not the least, a thorough background check, is a must. You may have found your perfect candidate but a follow-up background check will clear all the clouds of doubt pertaining to past records of the candidate. Though the background check may seem to be a redundant task, it empowers you to hire the candidate with confidence.

Source: http://www.diskriter.com/blog/foster-a-great-work-culture-by-avoiding-hiring-blunders/