For businesses, hiring can be one of the most crucial processes to get right. After all, hiring is an expensive venture, especially considering the amount of time spent vetting candidates, interviewing them multiple times, creating/distributing assessments, and even extra add-ons specific to each firm (like drug testing). In yet, as platforms like SAP Success Factors have improved tremendously over time, hiring the right candidates can be done with ease.

 

Not only will you reduce expenses on turnover, but you’ll additionally be able to reward your employees with the savings you accrue. This means that you’ll be investing in your team for the long term, being able to help them out on a personal level later down the road. Yes, hiring the right employees can be difficult, but below we’re going to go over a few tips on how to get it right the first time with SAP Success Factors.

 

When it comes to hiring, entry is key

 

How you find candidates is one of the first significant steps you can take to ensuring that you’re bringing on the right person. However, with the numerous amount of potential employees available as well as countless job posting sites, it’s hard to even know where to begin.

 

One of the initial actions you should take is curating your hiring criteria to a T. If it’s too broad, then you’ll find candidates that roughly match what you’re after with little target on the day-to-day tasks. But on the flip side, too much specificity can also be bad, as you might miss your mark in terms of pay scale, as well as limit the talent pool of those that can grow with you.

 

To structure a job description, start out with the things that are absolutely imperative to the skill level of the position. For example, a mid-level job is going to require 1-3 years worth of experience, which although a broad category, can be honed in on specific day-to-day tasks. These should cover basic concepts and ideas rather than exact criteria as sometimes candidates may have the knowledge base plus relative experience that can be translated over. Additionally, you should always have a baseline regarding educational experience as well.

 

Having a set of guidelines to use will automatically help you filter out candidates before you even open their applications. Although it’s up to you how far you want to go in bending these parameters, the overall goal is to have a pool of candidates off the bat that can come and get the job done.

 

Once There In, It’s Time To Get Them Up to Speed

 

Training can be one of the most crucial points to getting a candidate engaged with their team, but it can also be a test to see how great of a fit they are. Some employers use a ‘trial’ methodology, where they go through and pay for training to see if a candidate is a fit, but don’t offer benefits or a long-term contract. While this method can be an excellent way to cut cost, it’s the best methodology is to know how well they’ll perform before they even sign on.

 

A significant portion of this deals with talent analyst, or looking at the current pool of prospects and comparing the needs of how each will perform. Although it can be tough, gauging how they’ll do in training is going to be one of the biggest factors in setting the foundation for their growth.

 

Once the employee is brought on, it’s also important to set a realistic timetable for training. This includes having them review compliance and job-related materials, as well as going over all processes involved. And while it may sound like a lot to deal with, with SuccessFactors, you’ll have all of these tools right in one place.

 

Don’t Make the Same Mistakes Over Again
As we said above, onboarding and turnover are two things that can eat away at a business. In fact, the hiring and firing of employees can literally bankrupt firms, so it’s important to get it right the first time. While the upfront costs of bringing something like Success Factors on might seem like something you can do without, the savings you’ll experience in the long run will make up for it ten-fold. And in such a competitive world, we want the best talent to help us grow, which is always worth the investment.

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