Employee Search job specification

Companies are gearing up to begin hiring again now that the economic downturn is taking a nice upswing. The great news for employers is that many workers see now as the time to consider advancing in their profession. Those people, along with some exceptional employees who lost their jobs to down-sizing during the recession, mean that employers have more prime candidates from which to choose than they’ve had in years.

That’s the good news. The bad news is, it can be difficult to separate the wheat from the chaff, especially for small businesses where management often wears many hats in addition to human resources. Reviewing dozens of resumes and interviews can be time consuming, and even after that grueling process, there may be up to five great potential employees. How can you make sure you select the right person for the job so you don’t have to go through this long, and costly, process again any time soon?

Small businesses may benefit the most from conducting does time spent in human resources management chip away at the bottom line more than in small business. When small business owners hire a new employee, they’ve got to make sure they’ve got the right candidate – it’s too expensive to make a mistake. When a small business owner is running classified ads, spending time reviewing resumes and interviewing candidates, it takes significant time away from running the business. Diverting the entrepreneur away from the business at hand to hire employees can seriously affect profits. Also, especially in the small business environment, it’s important a new employee work well with the owner and the other members of a small staff.
 

A business making a critical hiring decision often relies on the first impression that an interview provides. Often, companies need to look a bit deeper to determine the true substance and worth of a job seeker’s skill sets and personality, and how the combination of the two will fit in to the organisation.
 

Once you have asked all you need to, give the candidate the chance to ask any questions. On top of being another chance to sell the benefits of working for you, it will also give you an insight into what is at the forefront of their mind with regards to the role. It may be appropriate to ask what their notice period is.
We generally advise people not to offer candidates positions at the end of the interview. If only, it gives the chance to properly assess if they are right for the role.

Labour Law South Africa

Our aim is to support the employer in creating and maintaining a productive workforce to achieve business objectives. We do this by empowering the employer to implement policies and strategies which create harmony in the workplace, efficiently focusing human resources on achieving business objectives, and asserting the legal rights of the employer where necessary.

Labour and Industrial Relations: