Hiring and staffing mean a lot of different things to different people. So, to keep things clear, we’re going to take a look at a couple of definitions:
What is Hiring?
Hiring is the process of finding and hiring the best person for a job. Many times, hiring can be somewhat random; you have an opening, you post the job online and a bunch of resumes pours in.
But if you’re a business that wants to take hiring seriously, you’ll want to find out what makes the best candidates tick. You need to find out what their strengths are and how they will contribute to your organization. To do that, you need to create a great hiring process.
What is Staffing?
Staffing is the process of getting and keeping the right people in the right job. It’s a lot different than hiring because it takes place long after you’ve found a candidate. Staffing is all about getting the best possible person for the job.
To do that, you have to have a good idea of what the future holds for your company.
- What jobs are coming up and what skills will those jobs require?
- What training will your employees need to learn those skills?
- And most importantly, how can you help them reach their goals?
When you’re thinking about staffing as a whole, you’ll have to take into account all sorts of things, including:
- When and how to recruit new talent
- How to train and develop your people into the best possible employees
- How to handle work schedules effectively to maximize productivity while keeping everyone happy.
To get started, think about your business and where it is now. Where do you want it to be in six months or a year? You can use that as a guide when making staffing decisions.
Recruiting New Talent
A lot of people think that recruiting new talent means trolling the streets for warm bodies that can be trained on the job. It doesn’t have to be like that though! By taking some time upfront and developing a killer recruiting plan, you can find amazing candidates that are already well-suited for your company.
Here are a few elements that go into a great recruiting plan:
1. Determine What Type of Talent You Need
The first step is figuring out what kind of talent you need for your organization. Think about where your business is now and where it needs to be in the future, then make sure your recruiting plan aligns with those needs. Here are a couple of common types of talent needed at businesses:
2. High-Level Management and Executives
These are usually high-level roles at an organization; positions like CEO and CFO. These roles require extensive experience and specific skill sets; they’re not necessarily entry-level positions. You may need to spend some time looking at other businesses within your industry or even outside of it to find qualified candidates for these positions.
3. Mid-Level Management
These roles are slightly lower on the management chain than high-level management, but they still require a certain level of expertise and experience. Usually, these positions will be occupied by people who are maybe a few years out of college or have a few years’ experiences under their belt.
4. Entry-Level Management
Do you know those entry-level positions that everyone hates? Yeah, those. Entry-level management requires little to no experience, which means you’ll need to put some real thought into staffing that position. It depends on your organization and what it needs from the position, but you’ll need to think about training and development for these sorts of roles.