No successful business is run single-handedly. Every successful business today has employed the services of others to get to its present stage.
According to a Human Resource Expert, Mr. Segun Akiode, every organisation has a fundamental purpose it aims to achieve which sets it apart from other competitors.
He explains that for the actualisation of that purpose, business organisations need humans and not machines.
“That is why every job vacancy you see either online or offline is a cry for help by an employer. It suffices to say that of all the factors of production put forward by employers of labour, human resources are the most critical,” he adds.
According to him, the survival of any enterprise is hinged on the quality of its people.
A Business Consultant, Mr. Sola Adeyiga, also says that some small business owners do not take their time to get quality employees to manage their companies.
“When they find a Senior Secondary School Certificate holder, they quickly appoint him or her as the manager of their company, not minding whether he or she is capable or
not,” he says.
He explains that in as much as the qualification may not matter all the time, small business owners should make sure that employees are capable of doing the job.
Akiode explains that for business owners to make the hiring process achieve its purpose of getting quality employees, they must adhere to the following hiring guidelines:
Hire for attitude, train for skill Akiode explains that business owners should not be carried away with applicant’s credentials when hiring, instead, they should focus on the applicant’s character and attitude. According to him, attitude can cover a range of attribute which ranges from personality, values, work ethic, ambition, enthusiasm, a ‘can do’ attitude and general outlook on life.
He says that most causes of a wrong hire are traced to lack of attitude by employees.
“When more than one applicant meet the hiring requirements, employers must know that character can be used as the deciding factor which the hiring can be based on,” he adds.
He explains that business owners should bear it in mind that deficiencies in credentials can always be accommodated and
corrected through training but an attitudinal deficiency is difficult to correct.
He adds that a business cannot go far with employees with the right skills but the wrong attitude. Hence, business owners are advised to hire for attitude as they can always train for skills deficiencies.
Hire for cultural fit to the organisation Akiode explains that the culture of an organisation holds it together, adding that it is a key trait to look for when recruiting employees.
According to him, every organisation has its culture, ways of going about their business operation, and it is usually expected that the hiring process should take these into consideration as much as possible.
He points out that cultural fit is the likelihood that someone will reflect or be able to adapt to the core beliefs, attitudes, and behaviours that make up an organisation.
According to the Society for Human Resource Management, the result of poor culture fit leading to employee turnover can cost an organisation between 50 to 60 per cent of the employee’s annual salary.
It explains that in order to increase the success rate of the hiring process, business owners must first define and articulate the organisation’s culture, its values, goals and practices, and then use such to measure every potential employee during the hiring process.
Hire for more of experience and less of inexperience Akiode says that every employer must always be concerned to hire an employee based on the expected ‘value’ the employee would add to the organisation.
He explains that in interpreting ‘employee value’, business owners must look at it as either educational qualification (potential value) or work experience (experiential value).
He points out that potential value is measured by an employee’s intellect or educational qualification while experiential value is measured by how much of an employee’s intellect or educational qualification has been put to work to produce results.
“As a business owner, when you hire an employee based on potential value, you do it with the hope that the employee would add value to the organisation but when you hire based on experiential value, it is with the confidence that the employee has been successful before and is likely to
replicate such result based on previous experience,” he says.
Hence, he adds that business owners should see
experiential value as a certainty while potential value is more of a probability.
According to him, hire for experiential value and less of potential value.
Meanwhile, Adeyiga says that some things are also required from employers as long as they expect productivity from employees.
According to him, employers must put some things in place in order to retain their staffs, especially those ones that are instrumental to the growth of their business.
He says that no matter how small a business organisation is, it should have handbooks for employees adding that the expectations of the employer from the employee is outlined and that will also show that their rights as employees will be respected.
Adeyiga also explains that business organisation should establish employees benefit program.
According to him, they could be programmes like going on leave, getting house loan, car loan and the likes.
He points out that these benefits encourage them to work harder because they know that they have a good reward for it.
Adeyiga says that employees also expect their employers to treat them with respect because to do otherwise according to him will be unprofessional.
He explains that employees expect their employers to give them the respect they deserve for contributing their talents and skills to the organisation.
He says that the respect that employees expect from their employers is based on the unwritten social contract between an employer and the employee, although, according to him, it mustn’t be one-sided.
According to a Human Resource Expert, Mr. Segun Akiode, every organisation has a fundamental purpose it aims to achieve which sets it apart from other competitors.
He explains that for the actualisation of that purpose, business organisations need humans and not machines.
“That is why every job vacancy you see either online or offline is a cry for help by an employer. It suffices to say that of all the factors of production put forward by employers of labour, human resources are the most critical,” he adds.
According to him, the survival of any enterprise is hinged on the quality of its people.
A Business Consultant, Mr. Sola Adeyiga, also says that some small business owners do not take their time to get quality employees to manage their companies.
“When they find a Senior Secondary School Certificate holder, they quickly appoint him or her as the manager of their company, not minding whether he or she is capable or
not,” he says.
He explains that in as much as the qualification may not matter all the time, small business owners should make sure that employees are capable of doing the job.
Akiode explains that for business owners to make the hiring process achieve its purpose of getting quality employees, they must adhere to the following hiring guidelines:
Hire for attitude, train for skill Akiode explains that business owners should not be carried away with applicant’s credentials when hiring, instead, they should focus on the applicant’s character and attitude. According to him, attitude can cover a range of attribute which ranges from personality, values, work ethic, ambition, enthusiasm, a ‘can do’ attitude and general outlook on life.
He says that most causes of a wrong hire are traced to lack of attitude by employees.
“When more than one applicant meet the hiring requirements, employers must know that character can be used as the deciding factor which the hiring can be based on,” he adds.
He explains that business owners should bear it in mind that deficiencies in credentials can always be accommodated and
corrected through training but an attitudinal deficiency is difficult to correct.
He adds that a business cannot go far with employees with the right skills but the wrong attitude. Hence, business owners are advised to hire for attitude as they can always train for skills deficiencies.
Hire for cultural fit to the organisation Akiode explains that the culture of an organisation holds it together, adding that it is a key trait to look for when recruiting employees.
According to him, every organisation has its culture, ways of going about their business operation, and it is usually expected that the hiring process should take these into consideration as much as possible.
He points out that cultural fit is the likelihood that someone will reflect or be able to adapt to the core beliefs, attitudes, and behaviours that make up an organisation.
According to the Society for Human Resource Management, the result of poor culture fit leading to employee turnover can cost an organisation between 50 to 60 per cent of the employee’s annual salary.
It explains that in order to increase the success rate of the hiring process, business owners must first define and articulate the organisation’s culture, its values, goals and practices, and then use such to measure every potential employee during the hiring process.
Hire for more of experience and less of inexperience Akiode says that every employer must always be concerned to hire an employee based on the expected ‘value’ the employee would add to the organisation.
He explains that in interpreting ‘employee value’, business owners must look at it as either educational qualification (potential value) or work experience (experiential value).
He points out that potential value is measured by an employee’s intellect or educational qualification while experiential value is measured by how much of an employee’s intellect or educational qualification has been put to work to produce results.
“As a business owner, when you hire an employee based on potential value, you do it with the hope that the employee would add value to the organisation but when you hire based on experiential value, it is with the confidence that the employee has been successful before and is likely to
replicate such result based on previous experience,” he says.
Hence, he adds that business owners should see
experiential value as a certainty while potential value is more of a probability.
According to him, hire for experiential value and less of potential value.
Meanwhile, Adeyiga says that some things are also required from employers as long as they expect productivity from employees.
According to him, employers must put some things in place in order to retain their staffs, especially those ones that are instrumental to the growth of their business.
He says that no matter how small a business organisation is, it should have handbooks for employees adding that the expectations of the employer from the employee is outlined and that will also show that their rights as employees will be respected.
Adeyiga also explains that business organisation should establish employees benefit program.
According to him, they could be programmes like going on leave, getting house loan, car loan and the likes.
He points out that these benefits encourage them to work harder because they know that they have a good reward for it.
Adeyiga says that employees also expect their employers to treat them with respect because to do otherwise according to him will be unprofessional.
He explains that employees expect their employers to give them the respect they deserve for contributing their talents and skills to the organisation.
He says that the respect that employees expect from their employers is based on the unwritten social contract between an employer and the employee, although, according to him, it mustn’t be one-sided.
0 Comments