If you are a business owner and you have reached a point where you now need to expand your workforce, here is some advice that you might want to keep in mind.
Use the services of a headhunting firm if you need employees with very unusual skill sets or credentials
If you're hiring employees who will work in positions that are reasonably straightforward and that don't, therefore, require any specialist skills (such as customer service or basic admin roles), then you could probably do this without engaging the services of any external recruitment or headhunting agencies.
However, if you have created a role within your enterprise that will involve many challenging and complex responsibilities and which, as a result of this, requires a highly unusual and impressive skill set or collection of credentials, then it is best to ask a local headhunting firm, such as Wyman Bain Ltd, to assist you with the process of finding a person to fill this particular role.
The reason for this is as follows; headhunting firms have the professional and technological resources, industry connections and experience needed to track down the perfect candidate for this role, even if the role in question is highly specialised and requires someone with a very unique set of qualifications and skills.
This means that using their services will not only ensure that you hire someone who has all of the qualities needed to succeed in the role you have created but will also ensure that the process of finding this person doesn't take an inordinately long time.
Draw up an employee induction plan
If you're expanding your workforce, then it is absolutely essential to draw up an employee induction plan before the newly hired people arrive on your business premises.
The reason for this is as follows; a clear and detailed induction plan, which features a list of all of the most pertinent information about your business that you intend to share with the new employees, can make it much easier for these people to adjust to their new roles as quickly as possible.
For example, informing your employees about things like the type of behaviours in the workplace will lead to disciplinary action and how long their lunch breaks are, will ensure that the new staff members do not accidentally make mistakes that you then need to spend time correcting.
Similarly, informing them about health and safety rules will reduce the risk of the new employees inadvertently endangering themselves or their colleagues whilst they are at work.Share