In these times of economic uncertainty do you have the money to pay the expense of a poor hiring decision?
A study carried out by Harvard Business School estimated making poor hiring choices can cost a business more than three times the annual salary package (this does not include only the base salary but also commissions as well as bonus).
Making the right recruitment choices is essential. What are the most important factors to consider when determining the best practices for recruitment in sports? Making sure that you hire the right person can be an extremely difficult process. A bad hire can be costly, time-consuming, and can have a negative effect on the work environment. When you make sure you hire right employees are engaged, productive and are able to give up to 30% more time to work. This has a positive effect on your workplace which makes it much easier to meet your goals for your company. Make sure that your recruitment methods don’t hinder your company’s growth. We will discuss the top factors to help you recruit the best athletes and the sporting organization you work with.
1. A well-defined and comprehensive understanding of the job
Finding the perfect employee starts by gaining a thorough understanding of the position they’ll have to perform. Study the job description and identify the tasks they’ll have to perform. Examine the workplace environment that applicants will have to work inand the responsibilities they will have to fulfill. This knowledge is essential to a successful hiring process.
The best practice tip: Determine the essential traits that make the best candidates who are in the position. Knowing these traits will allow you to hire using reliable data.
2. Access the right Candidates
Finding the most qualified candidates for the position is crucial to ensure the desired results. Find top recruitment experts with the most extensive networks, or create your own potential talent pool. You can build connections with prospective applicants prior to the time you require them when you are looking for candidates. The more qualified candidates you have in your talent pool is the higher chance you will have the desired outcome.
Best Practice Tips: “It’s not what you are aware of, it’s the people you know” is true in both directions. Accessing the best candidates through your connections and network can be a huge advantage.
For help with recruitment in business and sport contact the team at talentseeker.co.uk
3. Be sure to ask the right interview questions
The interview process is one of the most important tools in recruiting and must be conducted correctly. You should ask for specific examples of how the candidate demonstrated the qualities they need to demonstrate. This will give you specific proof. This type of test will aid in separating those who are average and outstanding applicants.
Best practice tip Conversations, not an interrogation with questions about real-world examples can give you more understanding of prospective employees.
4. Don’t skip the essentials
Do not fall in love with potential candidates. Instead, conduct an examination of their past and references. However good an applicant appears in an interview or in their resume, it’s important to verify their credentials. The last thing you need is to discover that their impeccable credentials, qualifications or even degrees have been fake.
Best Practice Tip: Connecting to an established recruitment company as well as having the capability on your own can help ease the stress of this process.
5. Utilize an Effective Assessment Tool
When it comes to recruiting, it’s tempting to give preference to applicants who are similar to yourself (it’s our nature!). Be aware of the requirements of the job. Do you need someone who’s like you? Do you require somebody with an entirely different view? Utilize a reliable assessment tool to make sure that your candidate is a good fit for the position that is vacant, as well as within your company in general. A better understanding of candidates’ motivations, strengths, and areas for improvement related to their work. Assessments allow you to get a better understanding of the environments candidates are most effective in, as well in their preferences for communication.
The best practice tip: Using assessments, you can build an overall recruitment process that includes independent evaluation of candidates. In combination with Interviews and other methods for recruitment Assessments can be the best measure of an effective recruitment.