Make no mistake, no matter how great your business plan is, or how ingenious your idea is, you will have no success unless you have the appropriate talent to make it happen. Getting the right employees for the job you need is a pretty difficult task and you might find yourself wondering what the best recruitment technique is. As I have found while starting my own business, there are two major steps that need to be taken in order to get the right man for the job. First of all you need to make sure he is the right man, focus on the facts more than on the way he is perceived by others, and see if he really has got what it takes to put your idea in practice. Second of all, you need to find the right way of convincing him to join your team without giving away the store. Talent is the most important commodity you have in your business but it’s useless if you have no more money to provide the necessary resources to get the job done, so you need to be careful to strike a balance between the two.

So let’s see what are the steps you need to take in order to get the first stage done, making sure you found the right man for the job:

1.    Focus on the facts. Facts are the only true parameter that can’t lie to you about the work someone you are monitoring is doing. See what his accomplishments are, what assignments he was in charge of and what results he produced. If he meets the standards you have for your business than you can move to the next step of this recruitment technique.

2.    Test skills. Once you have found that the facts are in his favor you still need to make sure he or she can handle the work you require of them, and that they have the necessary skills. Give them a test, ask him or her to do a small job for you outside their current workplace, and this way you can find out if they have everything it takes to join your team.

3.    Find out how much they value their work. A very good indicator that somebody is doing the best work that they can is to check out how much they value it. If they pore their heart and soul into it, than they will treasure it, and they will much rather see it not used at all, than not given the necessary attention. For me this is the sign of somebody who believes in what he does, and is conscious that his or her work means something, and this is the kind of employee I would want.

4.    Look for a sense of humor. For me, the next step in this recruitment tactic is to see if the potential candidate for the job has a sense of humor. I believe that this is a very important quality, especially for a healthy work environment, which is the key to a successful business. Making sure he can take a joke will save you a lot of time and money in the future when you realize he might not be compatible with the rest of the team, even though he might be more talented.

The second stage of this recruitment technique is convincing your candidate to take the job you offer rather than something similar that the competition provides. There are three steps I can think of as being relevant at this stage:

1.    Focus on work environment and resources. Make sure that while your competition is trying to offer your candidate the best pay, you are thinking of other benefits of working for you. Focus on the fact that your business has a very good work environment, with young people and positive attitude, where no idea is too extravagant to approach.

2.    Better pay. Pay of course should still remain an important factor in this recruitment technique. Once you have seen what the competition has offered you should do your best to at least match it, and focus on the other benefits to lure your candidate in.

3.    Provide the adequate resources to get the job done. One of the other things you should focus on is making sure your candidate believes that you will always provide the most up to date equipment and technology and methodology, in order for him to do the work he cares about to the highest standards so that both he and you can fulfill your respective visions.

This recruitment technique has proven to be very useful for me while starting up my own business. The two major stages of this technique I think are universal, while the steps required can and should be adapted for the specifics of each candidate. I hope this article will prove useful for your plans, and will help you get the right man for the job!

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