How to select colleagues for the team?

Service Business

Introducing a new person to the company should be a well-thought-out and thorough process. It is not worth making hasty decisions, because without a well-structured team, the business will not function properly. Co-workers matched to each other will form a strong and creative group that can deal with almost any problem. Check how to choose your colleagues! Read our article and find out the answer!

When is it worth considering a new employee?

You need to constantly monitor the performance of your company. If it turns out that employees are increasingly reporting that they have too many tasks, it is worth checking. Of course, this does not necessarily mean that they are complaining wrongly and just don't feel like working - quite the contrary. Perhaps the tasks are improperly distributed, the strategy is ill-considered, the division is uneven and slight modifications in this area will help to improve the system.

It may happen, however, that there is too much work in spite of well-distributed tasks. Then you need to think about the employment of a colleague. The decision requires careful consideration of the next steps, especially when we have a well-coordinated, well-functioning team, because we need to introduce a person who is perfectly matched to it, who will not cause any disruptions.

First of all, we need to consider whether we want to recruit inside the company (it will be especially useful in the case of larger enterprises) or start looking for external colleagues. Each process will require planning and hard work.

How to start the recruitment process?

The person responsible for recruiting should precisely define what candidates he needs for a given position. It is not only about professional experience or education, but also about character traits. Sometimes it may seem that we have found the perfect candidate in terms of competences, but his behavior makes the team's work very disturbed. We should also remember to have such a list of characteristics with us at all times, also during interviews with candidates. We need to know what we required so that no absurd situations would arise.

Do we require more than we really need? This is a common practice that makes a lot of sense, after all, people who apply for a job often add color to their CV. Therefore, it is safer to slightly overestimate what we expect from the candidates. Many things can be confronted in an interview.

The next step is to place ads in the most appropriate places - on portals, by e-mail, it is also worth informing your friends. The last option is often a controversial issue, because we are afraid to stand up for someone, and often accepting someone for acquaintance is badly received by the team. In any case, however we choose not to, we must ensure that the advertisement contains all the necessary elements. We cannot be anonymous, we cannot provide even such important information as the form of employment, nor should we require photos in our CVs or a disability certificate.

How to choose co-workers?

When we are over with the placement of advertisements, our office has received offers and we have already selected potential candidates for the interview, we will face an exhausting and time-consuming stage of selecting associates.

In this case, you really should not rush, it is worth paying a lot of attention to each person who applies for a job in our company. Usually, to get to know someone initially, we have no more than an hour, so you have to use this time to the full.

First of all, it is worth preparing carefully. Not only will we feel unprofessional, but the candidate will also be embarrassed if we rummage through the documents during the interview, and finally, after an unsuccessful attempt to find a CV, ask him to tell something about himself. Let's ask about everything that can help us make a decision, show good manners, pay attention to the candidate's behavior and make notes after each interview. We may think that we will remember everything, but if we talk to several people in one day, it may turn out that this group has merged into a whole.

It's worth trusting your gut feelings. Of course, competencies should be paramount, but if other issues make you dislike a potential colleague, simply don't hire him or her. Perhaps he had some trait that reassured you that he would not work well with the team. Let's make an agreement - a person introverted, not very fond of working in a group, may disturb a harmonious, cooperative team. Character traits are important and should not be relegated to the background. Of course, it may happen that we have no other option, and due to the requirements for recruitment, few people apply, then we can actually try to hire such a person anyway, remembering to monitor their work and behavior.

Should employees be similar to each other?

Should the team members be similar in terms of their character traits and behavior? It depends on the group of colleagues, but usually teams that are composed of different personalities complement each other best. They drive each other, complement each other and function properly. Of course, the point is not to choose total opposites that would go down the throat most eagerly, but to have, for example, people in the group who unite it socially, intellectually or creatively in healthy proportions.

The team is the strength of the company, so the selection of colleagues should be thoughtful and accurate. It's not worth the rush. Haste is a very bad advisor in this case.