Staff - hiring and training
Many small companies attempt to hire and train personnel ‘in
house’. Very often the person given the task of the hiring
and training is not an expert in the particular skill of the person
being recruited. This often leads to expensive mistakes that could
quite easily have been avoided with expert help.
Most small companies cannot afford to engage the services of a
recruitment agency who generally work on a percentage of the salary
being offered to the new recruit. Often a production manager employs
a sales person, or a sales person employs an accountant, or an accountant
employs production staff. It is obvious when it is pointed out to
owners and Managing Directors of small businesses that the potential
for mistakes is very high in this type of situation.
In an ideal world an experienced sales recruiter and trainer should
be used to employ and train sales personnel, an experienced production
staff recruiter and trainer should be used for production personnel
and an experienced accountant recruiter and trainer should recruit
finance personnel. In this way the person recruited will be suitable
for the vacancy and will save both money and time in re-advertising
and re-interviewing when the original choice fails.
"When I Recruit I am Usually Right".
It is amazing how many owners and Managing Directors tell us that.
Yes, you may feel that you are right since statistics show that
when a recruiter is not experienced they tend to recruit people
they like. These people are very often not the best for the position
they have been interviewed for, but the recruiting manager feels
‘comfortable’ with them. The reason the manager feels
comfortable is that the interviewee has not challenged him. In other
words although the manager may not have much experience or knowledge
in the area that they are recruiting for, the successful interviewee
may have even less, and simply agrees with everything the manager
says.
What Do I Do?
Whenever a situation arises where you wish to employ someone who
essentially needs knowledge and experience that you do not have,
expert help should be sought. Although this may seem at the outset
an excessive cost, remember that it could save a lot of money in
the long term.
Although an expert cannot guarantee that the new recruit will be
100% successful, by using the expert you are increasing your chances
many times over of recruiting and training the right person for
the job. The expert will have knowledge of what to look out for
in a new recruit and he will understand the qualifications, what
they mean and to what level. He will also be able to assess the
experience of the new recruit and how relevant this is to satisfy
the company’s needs. 
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