With the expense of putting together a formal RFP for projects in an efficient and effective manner, I also have worked out an informal RFP on how to hire good, competent people. Whether the RFP is a formal RFP or not, you can use the same process. It isn’t really meant to be used as an alternative to a formal process or RFP, because it just isn’t practical to use the same RFP. But it is effective.
The point in using the formal RFP is to spend lots of money on that big project you have in mind. But there are advantages to using the informal system as well. A good process should enable you to spend money at you most efficient point in time. The list of advantages is long; here is just a few:
- You can better control costs by setting up a formal process for hiring.
- You can adjust the actual hiring standards for the positions. You can negate poor selections if you have the information on each potential hire. Where a formal RFP would require, you could not have both otherwise.
- There can be a lot of competition for these coveted, high caliber positions so the process is not always ideal. An informal system gives some leverage to those who want to land the position instead of those who are inferior or want to onto something else.
- It can be easier to do a smaller interview when you are conducting it informally versus the larger interview process where you are subject to a formal interview process.
- You are more able to cultivate the right applicants in this process and keep good interviewing skills going.
- You come to a betterception of whether the process is based on sound “thinking” and not just pure “thinking” and ego. It also gives you a bigger picture of the person.
Dibaca juga : How to Pick This Season’s Pro Handicappers
When you are hiring, take a look at the following key steps:
- Define the position – Does it stand for a job title, or does it mean a specific product/service?
- Determine the key qualifications you need in order to fill the position.
- Include your desired personality attributes you want this person to have as well as other characteristics of the ideal candidate.
- Use the knowledge you have to develop interviews with prospective employees based on the desired attributes. You can also use the interview to help you establish the job description.
- When choosing people for the interview, you can evaluate whether the prospective candidate has the ability to meet the criteria you have identified.
- If you have the right person in as a prospective employee, conduct the interview to determine if the person is the right fit.
- Once you have a person in the position, get their feedback.
- Finally, meet with the candidate as you are conducting the trial run to determine if there are any more outstanding questions you need to ask and answer.
There are other advantages as well, but you can find them out over time and through use of this process. If you haven’t already, I encourage you to use this approach to hiring for your office. If there are more questions you would like answered, please send me an email atscott@scottbywater.comor give me a call at 619-ultan-2785 or on my cell/phone at (adesh) 619-2iques. If you use a formal RFP with your business construction needs, email me atscott@scottbywater.comor give me a call at 619-rants-12. Great people are out there. Prove it to yourself.
