The success of any organization depends on its people. Employees are a company's greatest asset, and this asset must be managed to yield positive results.

Recruitment has always been one of the trickiest parts to get right in any organization. It may look simple, but once you get going you realize that there are a lot of intricacies required to make it right.

As the right people can drive a company forward, wrong hires can disrupt morale and hold a company back. Sharpen your company's recruiting hiring and onboarding processes, find things that aren't working and eliminate them become an employer of choice and you will find that the brightest talent in your industry will be eager to join your team

The Team Makes or Breaks Your Business

So, when it comes to hiring, when it comes to growing your company, nothing, nothing is more important than your team, period. The best team wins in business. Not the techniques, it's not the technology; it's not even your product, because those things you could create. Those things you could manufacture. But people, business is all about people. I would take an average idea and a great team any day of the week versus a great idea and an average team. Because an average team could not execute the idea the way that we want to. But a great team, you can take an average idea and you will make it work. You will tweak, you will pivot, you will improve, you will upgrade, and you will make it happen.

Here are some practical & effective tips to start off and make recruitment work for your business;

1. Plan To Succeed

The best way to minimize the odds of making a bad hiring decision is to start with much information as you can, gather and create a solid plan for success.

How?

· First, Know Your Company And Its People: the better you know your company's products or services, processes, and employees the better you can predict how a prospective candidate might fit

· Second, Meet With Hiring Manager: Find out what the hiring manager thinks is needed to succeed in the position and what types of people he or she likes to have a team

· Thirdly Do Your Homework About Compensation: know what competitors are paying for similar positions and the upper limits that your company could offer a top-tier candidate

· Finally Define Success Factors: determine what qualities an employee will need in order to be successful in this position

2. Look Inside The Organization

Look around; are there talented enthusiastic employees within your organization who are ready for a new challenge and a greater responsibility? The best recruitment for the job might be right down the hall. Do you encourage employees to pursue career paths within the company? current employees are the most frequent source of hire for any open position.

3. Organize Effective Interviews

The interview is the first impression for both parties, it's not only a chance to assess the candidate; it's also the candidate’s chance to observe your corporate culture.

Is your interview process engaging the candidate and giving him or her a chance to whisk you off your feet or is it more of forcing candidates to turn in and the circles as one interviewer after another of the same tired questions and receives the same Road answers? Regardless of the interview format, remember that an interview should feel like a walk, not a square dance

4. Hire For Attitude Trained For Skills

Finding a candidate with the right work ethic, brains and attitude may be more important than specific skills. It may be more important that the candidate chosen is a good fit for the team company culture does it specific skills can be obtained on the job or through outside education but personality rarely changes so if you find a winner make the investment in training.

5. Strive To Be An Employer Of Choice

It is not easy and it doesn't happen overnight but any company can build a reputation as an employer of choice. You will need leadership and vision at the top of the company's active effort from everyone but the reward is worth the effort. Employers of choice and to have more engaged employees and better recruiter results “if you build it they will come” it's easy to recruit the best and brightest if everyone knows your company is an excellent place to work.

6. Embrace Social Media Tools In Your Recruiting

Online recruiting is all about finding quality candidates and making connections with them. Social media is expanding the toolset available to recruiters and empowering you to quickly connect with a greater number of professionals Sites like LinkedIn, Facebook, Twitter and a handful of others offer recruiters a tremendous opportunity to connect with candidates – many of whom would never be found through traditional sources.

Social media is where people hang out online to express ideas and interact with each other. by scanning social media profiles and blogs you will learn more about potential candidate background skills, qualification, opinions, and reputation

7. Maximize Success Of New Employee

A smooth onboarding project will help an employee get acclimated trained and productive as quickly as possible the first days or weeks of employment can be a major influencer of an employee's success or (failure) down the road. Make the onboarding process seamless so that the employee feels confident in the new role and is excited about the company

8. Create An Employee Referral Program

Employees make good recruiters too. Referrals are usually friends or close professional colleagues, so your employees want to make sure the job would be a good fit.

How is it possible?

· Write down and communicate the rules,

· Clarify the benefits of compensation structure.

· Keep it simple don't make your referral process difficult or time-consuming;

· Remember to thank employees for their referrals.

· Track the cost and results of your referral program and compare it to other sources of hire

9. Take Advantage Of Technology

Your success as a recruiter hinges on you spending more time with people than paperwork. Take advantage of software solutions including a human resource management system (HRMS). Streamline job posting, resume collection, and background checks as much as you can so you can focus on the human aspects of recruiting, including relationship building, interviews, and negotiations. Have a system in place to track applicants through the recruiting and hiring process and bring any new hire smoothly onboard.