5 vital skills for successful teamwork
Starting a business is a significant milestone for most people, hence the need to be tactful and strategic from the beginning. The employee recruitment process is particularly daunting for many first-time business owners. Your business’s performance and productivity will ultimately depend on the quality of the people you entrust to handle your day-to-day affairs.
Smart employers never compromise when it comes to assembling their workforce. When reviewing applications from candidates, it helps to consider a broad range of criteria such as skill level, personality traits, and working experience. Below are five critical factors to look out for when recruiting workers.
1. Personality traits
An individual’s personality traits can significantly affect your department’s working mood and spirit levels. That said, you’ll want to recruit someone upbeat and filled with positive energy. It’s best to hire someone who fits and mirrors your business or organisation’s culture.
People with a warm attitude and welcoming demeanor will blend seamlessly into your organisation. A good attitude is particularly important for client-facing employees. You can tell much about a person’s personality at the interview stage and from discussions with previous workmates and employers.
2. Qualifications and skill sets
When recruiting new staff, one of the most critical factors is whether the candidate satisfies the job description requirements. For example, when hiring an office assistant, you’ll want to ensure the person you hire excels in office administration and other clerical tasks. In addition to soft skills, you’ll want someone skilled in computer software and applications.
More importantly, you benefit as an employer by hiring workers with diverse skill sets. A versatile employee can be a great asset, especially in roles where responsibilities keep changing. Aptitude and situation reasoning tests are criteria recruiters use to assess skill level and competence.
3. Experience level
Regardless of how qualified or skilled a candidate may be, it helps to consider if they have the relevant experience to fulfill their responsibilities. The best way to determine a candidate’s experience level is by reviewing their resume and other application documents. When interviewing candidates, inquire about their roles in previous or current employers.
Consider how long the candidate has worked in a similar position. Find out whether the applicant has relevant training in their area of specialisation. Candidates with high levels of experience add more value to your organisation and save the business on training costs. For new roles where no prior experience is required, you should prioritise hiring candidates who are trainable and adaptable.
4. Loyalty
Recruiting and training employees can be a costly affair for an employer. That said, it helps to recruit workers who demonstrate their willingness to work with you in the long term. You need to hire people who appreciate the investment you are making in them as workers and are willing to stick with you through hard times.
An employee may be vastly skilled in your specific area of business, but they may not be the best candidate if they’re ready to leave for another opportunity elsewhere. An excellent way to assess employee loyalty is by reviewing their working history with previous employers. Applicants who shift employers regularly may not be the ideal candidate for your organisation.
5. Confidence and self-esteem
Self-belief is a vital asset to any employee, especially for sales representatives and other client-facing roles. A confident worker leaves a great first impression on colleagues and clients. A candidate who oozes confidence most likely understands the job requirements and feels they can handle the job demands. Self-confidence is crucial for getting through challenges at work.
Final Thoughts
As an employer, it’s highly unlikely that you’ll encounter a candidate that satisfies all requirements on the checklist. Recruiting workers can be a tiresome and stressful affair. As a result, sometimes it’s in your best interest to outsource recruitment duties to specialised agencies.
