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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 Bayt.com ‘What Makes a Company an Attractive Place to Work?' poll, February 2014. Bayt.com 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 Bayt.com to hire great candidates.