Employees are an integral components of a business, whether small or big. They are responsible for everything that happens in the business. So, the failure or the success of any business partly depends on the kind of employees that the company hires. Here are Team Global, we believe in that philosophy. If you hire skilled and dedicated employees from an employment agency, you are going to see the difference in your company production and the opposite is also true. The employees you are hire are capable of converting first-time clients into everyday clients.
Based on these tenets, employing the best employees is absolutely essential for start-ups as well as established firms. When it comes to start-ups, due to lack of enough running capital, most of them opt for an employment agency to recruit temp workers for them as a cost-saving plan. Even with that, it is not easy to get the right temp employee with the right experience, skills and character. Remember those three aspects are essential in flourishing of your business.
1. Ask Correct Questions
The best way to find a job candidate through an employment agency is through asking the right questions. The answers they give show their ambitions, personality and goals. How they are able to enhance teamwork while working with the rest and when dealing with anything influencing work performance can help you know whether they fit a specific position or even multiple positions.
Asking right questions also helps to find some potential red flags which are covered .You can easily know if the individual has characters of a bad employee. Though an application or even a resume shows an individual’s work experience, practical interview questions shows how they work.
2. Focus On Potential
When screening job candidates through an employment agency, it is very wrong to only be concerned with your immediate needs. Small businesses can do well when they employ someone who is able to grow with them. Despite this, it is important to consider how the employee helps both in short-term and in long – term basis.
Ensure that you find natural qualities of an employee that can assist him/her to do best in the roles assigned. Some of these qualities include; emotional intelligence, interpersonal skills, problem solving abilities and communication skills. These can help an employee get a promotion to a managerial or leadership level.
3. Consider Other Employees
The personality of a worker can determine the culture of a small business as either good or bad. Always ensure that employees you get through a temp agency Toronto are compatible to that position. You may find opposites getting attracted to each other and start dating; this principle is totally untrue in the world of business and doesn’t apply at all.
Think about the existing workers as you make a hire. Is this new employee work well with them? It is a legal obligation for all small business workers to ensure that they provide a good, safe and healthy working environment to the workers. Those employees who can alter or threaten such surroundings with may be negative personality characteristics or unrealistic expectations should be avoided.
4. Check Social Media Profiles
This is important so as to have some background information of the employee. In this digital era, you can check on their profile from their social media accounts. Google searching things like Facebook pages or feeds from twitter can give you all the blanks you had.
Find the candidate’s behavior on social media platforms. This will help you with an idea of how they will be as employees. When getting workers from an employment agency you can never ignore online behavior because it directly affects how customers will understand your business.
5. Let Candidates Ask Questions
Give a chance to the candidates to say something. Don’t be the only person with questions. The questions will be about the business and they are important to both the employer and the prospective employee. These questions help the job candidate to know if they are good fit for the position. They also assist the employer to know what is of value and important to the candidate.