Human Resources Planning
Human Resources Planning
First of all, if you are both the human resources manager and the owner of the company, you need to carefully examine your own skills. What are your strengths and weaknesses? Are there areas where you lack ability that you need to hire to make up for? Are you strong in other areas where you should avoid hiring for so as to avoid duplication? You want to hire people for your company who will be complimentary to your own skills and attributes, not people who will duplicate or clash with you.
Secondly, you want to have as many people apply for your open positions from as wide a range of backgrounds as possible. This will broaden your chances of finding the perfect match. So, that means you should advertise widely and spread the word around as much as possible. Tell your colleagues and ask them to tell their colleagues. Once you have people applying for the job, make sure to create a structured interview so that they each get the chance to answer your questions in the same way. That will be one of the easiest ways to see where all of the applicants’ strengths and weaknesses lie.
Remember not to rush any of your hiring decisions; that is one of the critical mistakes of human resources planning. Take the time to find the right people. It will pay off in the end. Consider not only the applicant’s qualifications on paper, but also their personality. Will they fit in with your corporate culture? Do they understand your vision for the company? Are they flexible and able to be team players?
Once you’ve narrowed down your list of potential candidates, think of creative ways to narrow it even further. A second interview is always an option. Or, you could always have the applicants do a preliminary task, such as writing an essay on a relevant topic. If you notice one or two applicants that really catch you’re eye, and you know you want to bring them on board, be willing to offer up financial incentives. Often times, a signing bonus will make all the difference in the world – even if it’s just an extra $1,000, it shows the employer he or she is already a valued member of the team.
And, one other thing to remember is always check references. Don’t just ask for names and numbers; call those names and numbers! Past employers will be a significant source of information about your potential new hires.
Take your time with human resources planning; it will pay off in the end.
Human Resources Planning - To learn more about this author, visit Alfred Grad's Website.
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When it comes to human resources planning, one of your most important tasks is to make sure that you hire the right people for your company. You want top quality and reliable workers. Without that, everything else you try to do will go completely out the door. But, just how exactly do you find these people? As competition gets more and more fierce, how to you make sure you’re getting the best people on board?
First of all, if you are both the human resources manager and the owner of the company, you need to carefully examine your own skills. What are your strengths and weaknesses? Are there areas where you lack ability that you need to hire to make up for? Are you strong in other areas where you should avoid hiring for so as to avoid duplication? You want to hire people for your company who will be complimentary to your own skills and attributes, not people who will duplicate or clash with you.
Secondly, you want to have as many people apply for your open positions from as wide a range of backgrounds as possible. This will broaden your chances of finding the perfect match. So, that means you should advertise widely and spread the word around as much as possible. Tell your colleagues and ask them to tell their colleagues. Once you have people applying for the job, make sure to create a structured interview so that they each get the chance to answer your questions in the same way. That will be one of the easiest ways to see where all of the applicants’ strengths and weaknesses lie.
Remember not to rush any of your hiring decisions; that is one of the critical mistakes of human resources planning. Take the time to find the right people. It will pay off in the end. Consider not only the applicant’s qualifications on paper, but also their personality. Will they fit in with your corporate culture? Do they understand your vision for the company? Are they flexible and able to be team players?
Once you’ve narrowed down your list of potential candidates, think of creative ways to narrow it even further. A second interview is always an option. Or, you could always have the applicants do a preliminary task, such as writing an essay on a relevant topic. If you notice one or two applicants that really catch you’re eye, and you know you want to bring them on board, be willing to offer up financial incentives. Often times, a signing bonus will make all the difference in the world – even if it’s just an extra $1,000, it shows the employer he or she is already a valued member of the team.
And, one other thing to remember is always check references. Don’t just ask for names and numbers; call those names and numbers! Past employers will be a significant source of information about your potential new hires.
Take your time with human resources planning; it will pay off in the end.
Human Resources Planning - To learn more about this author, visit Alfred Grad's Website.
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