Here’s a detailed guide on considerations for recruitment [Factors to consider before hiring new employees].

INTRODUCTION

Recruitment can be tough and really stressful sometimes, I get it. Especially when you’ve got to recruit using external sources, thinking of all the advertising, interviews etc makes us sick. Yes! Us, because I have been through it.

But trust me, on top of all the stress recruitment brings, I have never failed and I will never fail to do my homework on the considerations for recruitment before employing an individual. And you shouldn’t neglect/fail on it too, It’s is very important.

Before finalising on recruiting someone, before agreeing to that partnership deal or putting pen to paper on that contract. My friend, hold on, take a deep breath and analyze the individual your are about to recruit based on the considerations for recruitment.

I will be letting you (employer) know of 3 things you should consider well before recruiting any individual into your business or organization to work.

First off,

Allow me share a thing or two on recruitment and considerations respectively.
Recruitment (meaning)
Recruiting is the art of attracting, motivating and appointing suitable, eligible candidates for a particular job or task.

If you have in mind to start something big (business) or you are into it already, you will therefore agree with me that you’ll need workers. Now, according to the meaning of recruitment in simply words; it’s just about methods or ways use to get workers.

The big question is; how do you find this workers? What methods can you adopt to make sure there are eligible? and how do you get the eligible workers to choose you over your competitors?

That leads us to the sources of recruitment. The sources of recruitment and considerations for recruitment work hand in hand. But firstly, you’ll have to make considerations before, secondly, you actually go ahead and adopt the ways you can get the right workers based on your initial considerations.

What are the sources of recruitment?

The sources of recruitment are
1) The internal
2) The external

The internal sources of recruitment means getting workers within the organization.

WHILE

The external sources of recruitment means getting workers from outside the organization.

You must know the sources of recruitment in other to get the right people. Check out and know how you can employ the right staffs in our complete guide on the sources, methods or ways  of recruiting or the summary version.

Now it’s time to briefly discuss consideration.
Considerations are in two forms or phase(s). I prefer to call it phase(s).

Now the phase one of consideration is called…

CONSIDERATIONS BACK BY LAW.

Consideration is a promise of something of value given by a promisor (e.g. an employer) in exchange for something of value given by a promisee. Most of this things might be goods, money an act etc. It depends solely on both parties agreement.

Consideration is mostly about offering and accepting something of value during an agreement (contract) by both parties. For example, it’s like an understanding between an employer and it’s employees. That if you’re able to do this, you’re will get this as a return or as a bonus.

Allow me make you understand this better.
Let say you own a business or organization. Now this organization has been active for 4 years. But you are 70 percent not satisfied with the performance of the marketers. You just know based on your products quality, that you should be reaching more customers and making more sales. But with the situation of the current marketing team, it isn’t just happening and won’t happen anytime soon.

You’ve now decided to get a new marketing manager because you need better results urgently. Using the sources of recruitment, you were able to find a top marketer in no time. You’ve got marketers already and you aren’t just looking to make up numbers certainly. You needed someone who can make a difference. Someone who can light up the whole team and bring forth good results.

At the point of recruitment you made an agreement with your new recruit. Which is if the marketer can increase the amount of company customers to a certain level (let’s say by 95%) you will give to the team 1 million dollars as bonus at the end of the year and a special bonus of $200,000 for him (the marketer) alone.

NOTE: An increase in customers leads to an increase in sales which leads to more profit for the organization.

Now you’ve agreed to give out something (money) for another thing (increase in customers). That is consideration, and it’s an agreement backed by law. If the marketer is able to achieve your aim of a 95% increase in potential customers which will result to increase in sales and more profit thereafter, you should therefore keep to your end of the agreement and pay the bonuses agreed upon.

If not done, your company will or can be sued for a breach in contract. It depends on the employee.

Furthermore, A contract is an agreement between two parties backed by law. A breach in contract is punishable by law unless possibilities like death, contract signed the influence (threat of life) are the likely causes of the agreement.

According to Wikipedia.org

Anything of value promised by one party to the other when making contract can be treated as CONSIDERATION.

That’s all on considerations backed by law from my end.

I will advise you get more detailed knowledge concerning consideration backed by law if necessary.

Phase 2 on consideration.

What is consideration?
It refers to having a careful thought about something before taking an action.

Having yourself sit down, relax and think carefully the processes, before something is done concerning a particular situation.

Example: After due considerations I have decided to organize a seminar for my employees to motivate them into giving their all. After due considerations I have decided to hire a new accountant etc.

That’s just it about consideration. Having to think carefully before doing something or taking an action. Like I did a lot of thinking last night and I’ve decided to start up my plantain chips business just to make extra cash.

Now to the business of the day

Considerations for recruitment [Factors to consider before hiring new employees]

Firstly…

1. Economic considerations for recruitment

The term economic refers to the management of trade, industry, time, money etc.
Economic recruitment is all about recruiting based on economic purposes only.

Recruitment (hiring of new employees) done after deep thinking of the economic situation of the organization is referred to as an economic recruitment. Simple and short.

Furthermore
Economic recruitment is when you (employer) or when organizations recruit new employees in other for them to perform beyond or equal to payment (salaries, wages). In this case (economic recruitment), any new employee who fail to perform based on the payment and target set by the organization will fired as soon as possible.

Before employing, it’s advisable you know and consider the economic situation of your business or organization. know your profit and loss. Can you pay the recruit the amount he’s demanding? Can he deliver up-to expectations? These and more are what you should consider very well. Individuals (recruits) really care about their salary, bonuses and job security when applying for a job.

No matter the situation of your company or business all they (employees) want and care about is to receive alert / pay cheques as at when due. In reality, the survival of your business depends on you unless you are blessed with a decent amount of intrapreneurs.

Secondly…

2. Qualification considerations for recruitment.

Qualification considerations just as the name implies is when you consider carefully the qualities of an individual before recruiting the individual. It can be based on political considerations or personal qualities.

The person qualities to be considered may be the years of work experience the individual has in relation to the role he’s seeking for.
In some companies if not all, individuals with little or no work experience stand no chance of getting employed.

Age is another personal quality to be considered. Age is the whole duration of a being being alive.

You’ve checked his qualifications in terms of credentials, work experience and it’s excellent. That’s good no doubt but have you also considered how long he can serve the company?

If you’re looking for a long-term general manager who can run for at least 20 years. Which should you go for? A 60-year old with experience or a 30 year old?.

Most importantly, how about the communication skill of the individual, have you considered that too? Without doubt communication is key in every business or organization.

Effective communication gives room for vital functions such as planning, organizing, supervising, directing etc to be carried out effectively.

A very sound communication skill is essential in a recruit or recruitee.
Not considering the person qualities of an individual seeking employment before actually recruiting is a big risk. To avoid disappointments you should consider the qualities of an individual before employing the individual.

Other considerations for recruitment on personal qualities are honesty, hardworking, flexibility, dependability, accountability etc.

3. Social considerations for recruitment.

It’s a recruitment process or act done to make an individual or someone effective and stop unemployment. That is helping out people in a society by offering jobs so as to make them effective. Doing that will also reduce the unemployment rate in that Society.

Let’s say there is a bridge construction going on…
Government agencies can just look out for a society flooded with unemployed youth and offer them employment.

This consideration for recruitment isn’t usually adopted by companies or business owners.

That’s all on considerations for recruitment.

We hope this article help you know and understand the basic steps to take, work on or consider before hiring new employees.