10 Principles of Staff Development

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Staffing your business or department can be a challenging process. There are many aspects to consider, many resumes to review and many people to interview. Though the process can be tedious, there are certain principles that, if followed, can help you target and hire the right people.

Establish a Clear Job Description

  • Before you begin your hiring process, develop a strong job description. Define the key responsibilities and requirements of the job and list them in a clear and concise manner.

Compensate Accordingly

  • Establish a compensation range for the prospective employee that is based on previous experience and knowledge level. You should, obviously, pay someone more if they have direct experience in the position and pay less for less experience.

Look in the Right Places

  • Look outside of the standard hiring box. Younger professionals steer clear of standard newspaper classifieds when seeking positions. Open your communication avenues to capture the most experiences professionals. Consider professional networking sites such as LinkIn and Guru for more options.

Develop Strong Interview Strategies

  • The interview remains one of the best ways to determine a potential employee's true intent, skill level and professionalism. Use your interview wisely. Establish a list of predetermined interview questions that require the interviewee exercise their judgment skills and abilities. Challenge the person's resume and discuss the reasons for their career decisions thus far.

Evaluate the Entire Person

  • Evaluate the person as a whole and not just his resume. While many people appear to be exceptional workers on paper, they may lack the communication and reasoning skills required for your position. During your screening and interview process, ask the person what motivates them. Give them a moment to discuss themselves, their previous positions and their likes and dislikes. These open-ended discussions will give you a chance to determine the overall person and not just their immediate skills.

Promote from Within

  • Before hiring outside of the company, look at your current employees. Promoting from within allows you to reduce costs while improving your company. Internal promotions allow you to avoid the cost of screening, new hiring training, background checks and other steps that are taken for new employees. Introduce new hiring opportunities within the company first and allow existing employees to exhibit their skills.

Testing and Background Checks

  • Testing and background checks allow you to determine if your potential employee meets your company standards. Pre-employment testing allows the candidate to prove their skills and abilities. Background checks help to confirm that the employee is a reliable and upstanding person. Although a stained background should not immediately disqualify a person from a position, it can serve as a placement indicator.

Superior Training

  • Training is an important building block to an employee's overall success. Develop a strong training program that will provide your new employee with all the information needed to meet the position's requirements.

Strong Management

  • An experience management team and quality evaluation plan will help keep your staff motivated, organized and focused on the projects at hand. Make sure that your management team receives regular training and your quality evaluations remain in line with your company objectives.

Focus on the Future

  • Keep your staff focused on meeting future objectives and exceeding project standards. Hire individuals that like change and adapt to new things easily. As your company expands and redevelops itself, your employees should be able to do the same thing.

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