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When it comes to hiring new employees as a business, you want to make sure you get it right the first time.

Even with a thorough recruitment process, hiring is always a risk for a company. It costs time and resources to train employees, not to mention the effort expended in the recruiting process. And, if all of that work to hire and train an individual reveals that they’re unfit for the job, then the company is out several thousand dollars and has to begin the process over again.

Another consideration comes from longtime employees who have become less productive, or “burnt out” in common parlance. Companies are suddenly forced to reevaluate their status; is it worth it to fire an unproductive employee if it means having to recruit and train another one? Is it worth spending resources to get an employee back on track.

Employee burnout is a real issue; as is recruiting solid talent. However, these issues are not as disparate as one might believe. Keeping an engaged staff reduces the amount of money spent on turnover, and the healthy environment can attract skilled individuals.

Starting from the bottom

Like many other aspects of business, recruitment efforts and practices have changed over time with technology. Social media has become integral to recruitment; candidates can be vetted in part by looking at their online profiles, and businesses are now able to post about job opportunities directly on their pages.

This has the benefit of attracting individuals that are already interested in your company to some extent. To this end, it helps to provide value; don’t just post about job updates, but share articles about the industry and news about the company. Even outside of recruiting, these profiles are often the face of your company, whether you like it or not. It gives businesses the opportunity to share their values and attract talent that would be a strong cultural fit.

Scale of hardness

When evaluating potential employees, shake up your interviews a bit! Remember, you’re not just figuring out whether they can do the job; you’re trying to figure out if they’d be a good fit at the company. Test them on both their hard and soft skills; the former is gleaned through resumes, references, and experience, and the latter through their attitude and responses during the interview. Ask unconventional questions that surprise candidates and force them to formulate a response on the fly, and this will reveal a lot about their personality and adaptability.

For instance, recruiters can ask candidates what kind of business they would start if they had the resources. Their answer is a great way to both learn what they’re passionate about and gain insight into their business savvy.

In the end, companies will have to weigh a candidate’s soft skills against their hard skills and determine which are the most important for the position at hand.

Keeping employees around

Consistent engagement is the key here; and the ways that this can be accomplished varies greatly depending on the business. However, in any case, business leaders have a responsibility to interact frequently with their employees and provide feedback and encouragement. Of course, this doesn’t mean that they should micromanage; only that they should offer the resources for employees to better themselves.

While companies should offer opportunities for disengaged employees to reengage and get back on track, an ongoing lack of productivity should be addressed; there’s no sense in continuing to spend money on an employee that is unwilling to improve their performance.

Conversely, this approach of offering ongoing training opportunities can allow motivated and determined employees to rise to the top and is a great barometer when it comes to figuring out which employees would be best suited for leadership.

Conclusion

Creating the best possible team can require taking risks and making sacrifices, but across recruitment and hiring processes, finding and keeping great talent requires assessing attitude as much as expertise.