Qatar Today - - INSIDE THIS ISSUE -

No fam­ily-owned busi­nesses in the re­gion can sur­vive un­less they have proper gov­er­nance and suc­ces­sion struc­tures in place, Qatar To­day finds out.

Usu­ally, tal­ented pro­fes­sion­als have a very clear vi­sion of where they want to be, thus, they need to know ex­actly what their role in the company would be. It's ad­vis­able to rec­tify any vague­ness in your job de­scrip­tion, and high­light any chal­leng­ing as­pects of the role in or­der to at­tract highly tal­ented can­di­dates. Five in 10 pro­fes­sion­als would want to work for a place where they feel their work is part of a greater pur­pose, ac­cord­ing to the Bayt. com ‘What Makes a Company an At­trac­tive Place to Work?' poll, Fe­bru­ary 2014. Another trick is to make your lan­guage less for­mal and more per­sonal. Try us­ing “you” as much as pos­si­ble, with phrases such as “you will be re­spon­si­ble for” or “you should be ex­pe­ri­enced in”. De­pend­ing on the na­ture of the job, you could ask ei­ther tech­ni­cal or be­havioural ques­tions. How­ever, it is best to utilise the in­ter­view time to be cre­ative and ask clever ques­tions, in­stead of stan­dard ques­tions, such as “tell me more about your­self”. You could dis­cuss case stud­ies re­lated to the job, or po­ten­tial sce­nar­ios. For ex­am­ple, “if you ever dis­agreed with your man­ager on a par­tic­u­lar project, how would you han­dle it?” It is eas­ier to eval­u­ate can­di­dates on spe­cific, rather than gen­eral ques­tions. Another great way to eval­u­ate a can­di­date is by giv­ing them a task to do. For ex­am­ple, if you are hir­ing for the po­si­tion of a so­cial me­dia con­tent writer, you could ask the can­di­date to come up with five posts that they could put on the page within 24 hours, and eval­u­ate them on that ba­sis. Of­ten, ref­er­ences men­tioned on the CV are bi­ased and would not pro­vide ac­cu­rate ac­counts about the can­di­date's past. In­stead, you could ask the can­di­date for their di­rect boss or su­per­vi­sor's con­tact de­tails, or their HR man­ager's de­tails. Th­ese peo­ple are likely to be more hon­est with their rec­om­men­da­tion. In or­der to at­tract tal­ented pro­fes­sion­als, you need to brand your­self as a company that val­ues its em­ploy­ees. Nowa­days, so­cial me­dia is prov­ing to be a great em­ployer brand­ing plat­form, with end­less op­por­tu­ni­ties to share your company cul­ture, news, up­dates, pho­tos and much more. In fact, 76% of pro­fes­sion­als will al­ways turn to the in­ter­net to re­search a company when con­sid­er­ing a job op­por­tu­nity, ac­cord­ing to the ‘What Makes a Company an At­trac­tive Place to Work?' poll, Fe­bru­ary 2014. has re­cently in­tro­duced ded­i­cated em­ployer pages, or Company Pro­files, through which you can at­tract qual­i­fied job­seek­ers by en­gag­ing with them and let­ting them know why your company is a top em­ployer.The in­ten­tion is to con­nect you with your tar­get job seeker au­di­ence, which com­pletely re­de­fines the way you in­ter­act with po­ten­tial em­ploy­ees. By of­fer­ing reg­u­lar in­sights into your or­gan­i­sa­tion you start to build a com­mu­nity of top-notch fol­low­ers. Cul­tural fit has gained in­creased promi­nence among hir­ing man­agers re­cently. An as­sess­ment of the cul­tural fit al­lows a re­cruiter to go be­neath the sur­face of a can­di­date's skills, qual­i­fi­ca­tions, and rel­e­vant ex­pe­ri­ence to de­ter­mine whether the can­di­date's “on-the-job” be­hav­iour is con­sis­tent with the val­ues and ex­pec­ta­tions of the or­gan­i­sa­tion. As a hir­ing man­ager, you want to hire the job ap­pli­cant who, in ad­di­tion to the re­quired skills and qual­i­fi­ca­tions, ex­hibits the best fit within your or­gan­i­sa­tion's cul­ture

An or­gan­i­sa­tion is only as good as its em­ploy­ees. To­day's job mar­ket is so com­pet­i­tive that it can get dif­fi­cult to pin­point tal­ented pro­fes­sion­als. Find­ing top tal­ent could feel like try­ing to find a nee­dle in a haystack, but it doesn't have to. Here are five tips from the ex­perts at to hire great can­di­dates.

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