As a business, your goal is to hire entry-level employees who meet your needs. Many businesses, however, face obstacles when it’s time to hire staff. Small businesses in particular often struggle to hire and retain entry-level employees, and it’s even become a big issue for the day-to-day operations.
The problem isn’t necessarily a lack of potential employees. It may be about how you hire for entry-level positions. Here’s how to fix it.
1: Understand Why You Are Struggling
Are you setting too-high expectations that require candidates to have extensive training and experience prior to getting the job? This may push qualified candidates away, limiting your access to talent. Don’t prioritise experience alone – the best candidates are often trainable, proactive people who are eager to learn.
2: Hire Based on Personality
Businesses need to hire for personality and key traits. Your company needs to hire for compatibility between applicants and the tasks they’ll perform. Instead of using your gut to decide about an applicant and hoping for the best, base your decision on the personality traits and overall compatibility of that individual to handle their responsibilities.
3: Identify Key Personality Traits for the Job
Determine which personality traits are most important to the tasks necessary for the job. Instead of focusing on hard skills, look at soft skills like:
- Passion and drive
- People-oriented skills
- Team-oriented skills
- Problem-solving abilities
Which of these are critical to doing the tasks necessary for your open position? Create a list of all of the key traits your applicants must have.
4: Align Job Tasks With Personality Traits
Align your expectations with the actual duties of the role. Understand how each of these personality factors influences how successful an applicant will be in a role. Do this for all open and soon-to-be-available positions.
5: Create Targeted, Engaging Job Ads
With this information in mind, revamp your job ads. You can’t focus job postings on hard skills only. Instead, incorporate the importance of special soft skills and personality traits. You’ll want to clarify that applicants who lack experience can still apply if they have the required personality goals. Be specific.
6: Hire for Fit Every Time
Now that you have these ads out there, you’ll get more relevant applicants for the job. Next, narrow your focus to each individual applicant. While you still need to consider hard skills for the job, including education and experience, look further. Does the applicant offer other important benefits?
What Are the Benefits?
This hiring process offers several benefits. For example, the employees you do hire are more likely to:
- Succeed in their jobs. Workers will feel qualified and fulfilled by their responsibilities, so they’ll stick around.
- Be more productive.
- Take fewer days off from work.
- Perform better.
- Gain new skills and experience.
- Positively influence your team.
- Stay with the company longer. This will reduce the expense related to high turnover rates and rehiring.
Employees who have the right personality traits necessary for a job will be more likely to thrive, even if they have limited experience. But how do you find applicants like this?
Whozwho has the solution. With our recruitment solution, you gain a scalable, smart toolkit that helps you rank, shortlist, and track candidates. It streamlines the hiring process, modernizes every facet of it, and reduces your risk of hiring the wrong person.
Job fit testing is available and affordable for small- and medium-sized businesses. Whozwho allows employers to test each application thoroughly for compatibility with the specific tasks and responsibilities desired, and it allows employers to rank candidates on the compatibility requirements that your business establishes. It also gives you the tools necessary to post ads to the best modern job boards, including Indeed. You can then track applicants through the application process, recruitment, and onboarding.