by Shaheen Darr

Created on: February 11, 2009   Last Updated: December 28, 2009

Finding good employees is a two way process, one cannot work well without the other. If you are a good employer there is a good chance you will also have good employees working for you. There are ways, though of filtering the process so that eventually only the best employees end up working for you.

The initial step to finding good employees is advertising the right requirements for the job. Sometimes to save on advertising costs the employer will give only minimum details on a job vacancy. You have people applying for the job who might not be suitable or who might not have the right experience, while those who should have applied didn't because the advert was not detailed enough. Because of this reason the employer ends up choosing a candidate who might not be the most suitable. To prevent this, if there are no suitable applications, it does make sense to re advertise the position through more newspapers or online. This might not be necessary in the current economic climate though, considering the number of applicants for each vacancy.

For bigger companies who have a more flexible budget it makes sense to consult a recruitment consultant for their requirements. Most of these agencies have already interviewed the prospective candidate and they can streamline the person they feel is most suitable to the job requirements. This reduces the chances of hiring a person who is not suitable or whose personality is not quite right for what the job requires.

If we assume the details on the advert were sufficient and a group of well qualified and suitable candidates apply for the job, it is worthwhile taking time to look through their applications and get a feel about the person. There is a lot you can tell about a person from their choice of words and the details of their work experience. Is the person capable of staying in a job for long or has he been through a long list of different jobs showing no real commitment or loyalty?

If the applications have been sifted through and choice of candidates has been narrowed down it is then time for the interview. This is when the employer has to take time to notice the person's body language, his use of words, his attitude, his replies to questions posed about the job, his past experiences and his expectations of the job. Suitability will obviously depend on the role that has to be fulfilled and while some employers will look at personality or a smart appearance, for others there might be an additional set of criteria that has to be met.

It is important to take time during the interview and be open with the candidate as that will encourage the same response back. Being communicative, asking questions and encouraging the applicant to do the same will reveal a lot about the person and help you make your mind up better about his suitability for the job. It will also make the applicant aware of what your expectations are and if he can fulfil them. To get a better idea of the prospective employee and his abilities give him the opportunity to spend time in the area where he will be expected to work if hired to see if he can cope in that environment.

On the whole most people are keen on getting the job they apply for and will present themselves in the best light to future employers. The employer, in return, should also cultivate a pleasant atmosphere to help contribute towards a good working relationship with his employees.

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