A hiring process begins when an employer decides there is a need for new talent. Some people might feel a bit of anxiety at such a responsibility. Your decision will affect your team, as well as your company’s reputation. Making the wrong choice could lead to complications. Ease your stress by following a detailed hiring procedure.
Preparations
Before you can hire someone, you have to post a job ad. But before that, you’ll have to get a few things ready. Figure out your budget so you’ll know what salary range you can offer your new team addition. Then figure out what tasks will the new employee do. Where do you need help?
Going through resumes can be a lot of work. Having a team of people to help is a good idea if your company is large enough. Pick a well-rounded group of people who can provide insights into potential candidates. Get together and create a job description.
Stay Organized
Most job listings get a lot of responses. When you have a team of people going through them, things can get mixed up. To get the most efficiency out of your team, use something like project management software, which allows you to see which member is doing which task or reviewing an application.
You could also consider investing in an Applicant Tracking System or ATS. This software will provide a checklist of your hiring process and keep up with individual group members’ progress. It also allows you to give feedback on each reviewed application.
Advertise
Get your job listing out into the public. Advertise inside your company, as well as outside. Post to a wide variety of outlets such as:
- online job boards
- social media
- job fairs
- company website
Share in the real world too. You can buy a listing in your local newspapers. Place a notice on the company bulletin board. Or the wall at the cafe down the street where everyone stops for morning coffee.
Screen the Candidates
Begin narrowing down the applications. Search for candidates that stand out. Who showed the most attention to detail in their resumes? Who’s had the best organization and formatting and relevant information?
Look for the ones with the right experience, the right qualifications. Who took the time to make their resume reflect how they can help your company with their skills? Set these people aside for a preliminary interview.
Conduct the Interviews
You should not hire anyone without being interviewed. For the first interview, a phone call is acceptable. Use this time to observe the way the candidate speaks. Do they talk professionally and sound knowledgeable about their field of expertise? Do they provide the correct answers to your questions?
If the phone call goes well, invite the applicant in for the full interview. Explain what they can expect, so they show up prepared. Offer to answer any questions they may think of when they come in. During the interview, focus on learning about the applicant’s experience, skills, work history, and availability.
You can have one person who will oversee all the interviews and hiring. Or you can use a panel, which allows a group of people to interview the same person. They can question the candidate one on one, or the candidate can talk to them at the same time. If you use a panel, all the members should follow the same guidelines.
Assess Their Skills
Some positions need special skills. You can use skills tests to assess applicants’ skills on:
- Reasoning
- Memory
- Perception speed and accuracy
- Math
- Reading comprehension
- Professional skills
- Personality type
You can also use this time to ensure they have the proper knowledge about the type of work they are applying for. Give a few mock situations where the candidate have to show what they would do. How would they solve the problem? Is it the correct method? Do they know the right information?
Conduct a Background Check
A background check is an important step that you should not skip. You’ll learn valuable information, such as:
- criminal record
- employment history
- Education
- credit check
When you’re bringing someone new into your company, you don’t want to make the wrong choice. You want to know as much as possible about your potential employees before you hire them. Go ahead and check references as well. It will save you time later on.
You want to know about their past work performance. What do the former bosses think about them? And if they were truthful on their applications about any titles or experience.
Make Your Decision
Now that you’ve finished reviewing your applicants, it’s time to make your choice. Pick your top candidate as well as a backup. If it’s a group or panel, everyone should agree. Write up an offer letter that explains the details of the job. You’ll want to include:
- Responsibilities
- Terms and conditions
- Salary
- Start date
- Position
All the applicant has to do is accept and fill out any necessary paperwork or contracts. Before you throw them into the workstream, set up their onboarding. They’ll get any credentials they need, go through orientation, and begin training.
How Long Should it Take?
Bringing a new member on board isn’t an easy process. Having to go through applications by hand, especially when you’re doing it solo, can be time-consuming. When you add in having to do interviews, assessments, and reference checks, it becomes a long process.
According to the Society of Human Resource Management (SHRM), the typical time it takes to hire a new employee is 42 days. Of course, this may vary depending on the position. Higher-level jobs might take longer to fill as you have to be selective of who to choose.
Hiring a New Employee Doesn’t Have to Be Hard
Employees will come and go. That’s the nature of most businesses. The sooner you find an efficient way to deal with hiring new talent, the quicker you’ll save time and money. Try these tips to help ease the stress of going through the hiring process.