While it is a fact of business life that employees leave and new hires are needed when businesses grow, it is still far more cost-effective to retain good employees than to bring on new hires.
Hiring new employees is a critical part of being a business leader, and it involves much more than simply looking over resumes and conducting interviews. The truth is that hiring good employees can make or break your business.
Recruiting new hires involves risk management, as well, since the investment in time, resources and money can be quite high with each new employee hired. In addition, you have to manage the expectations of the candidates along with that of management and even the prospective employee’s co-workers.
Unfortunately, there are many mistakes and oversights that employers can make that could deter good candidates, or lead to poor hires.
In larger companies, the HR staff is often responsible for a number of the recruiting and hiring functions for new employees. While there are some aspects of these functions that are fairly universal and never really change, there are other aspects that should change or even be added to the process.
Finding, recruiting and hiring a new employee can be a time-consuming and even costly venture that is often fraught with uncertainty. Despite the advent of recruiting software, apps and online services, finding the right fit for a position and your organization is challenging.