Recruiting The Best Administration For Your Business

Putting together an administration team is like completing a picture puzzle

. Each piece must fit exactly to complete the picture. Each person on your team must fit with the other members. Whether you are starting from scratch or replacing a person who left, the process is the same. You want the right person. Keep in mind that your team sets the culture of your business. They present your business to the larger community. These aspects are important to your success.

There are really two levels when recruiting your best administration. One involves general characteristics that all administrators possess. The other is the specialized talents you need to fill out your team. For example, you may need a person with good analytical skills. Or you may need someone who can work hard on your projects to get the job done.

Much of the research on the general characteristics of a good administrator can be found with a quick web search. Joan Burge completed one of the most comprehensive studies on administrator competence. She asked 111 administrators to weight each of 250 characteristics. In descending order the seven highest are: good oral and written communication, organizational skills, team player, interpersonal communication skills, detailed oriented, positive can do attitude and problem solving.

If you are looking at low cost administration recruitment, you can create a job application around these concepts. Then to continue with low cost administration recruitment, you can place your job opening on various job search boards. That will bring in a pile of applications via the Internet. Sometimes your best applicants are right in your own community. As a member of your local service organization such as Rotary or Lions, you can drop the news that you are looking for such and such an administrator. You usually have the movers and shakers at these meetings. Another way of low cost administration recruitment is to give an interview to your local news media on your business and the need for a key administrator. You can also place ads in your trade publications.

You will gather two kinds of resumes, one from your local community and the other via the Internet. Locally, you may know the applicants personally and their strengths and weaknesses. The Internet applicants are unknown.

Regardless, you must now match resumes against your job qualifications. Next, you would set up a series of interviews. While there is a lot of information on how to conduct an interview, there is no single formula. Much of the decision-making is intuitive. One suggestion is not to ask yes or no questions. Chances are you will always get a yes answer. Instead, for example, ask the interviewee, tell me, how did you handle your most difficult employee? Listen to the tone of voice. Note the body language.

Never make a quick decision. Check all references carefully. Here again stay away from yes or no questions. You might just leave a phone message asking the previous employer to call back if your candidate is an excellent choice. No call back is caution signal.

Look for follow through. Top candidates follow up with phone calls asking for feedback and are willing to give more information if necessary.

by: Martyn Wentworth

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