Although there are many different components necessary to ensure that your business runs smoothly and efficiently, the most vital is your staff.
Hiring the best employees for your company can save you a lot of time, energy, money, and hassle. However, is your recruiting process as reliable as it should be?
Since employees can make or break your business, you have to be sure that you’re getting the right talent in the right places.
Here are ten steps to better recruitment.
Step One: Identify Your Hiring Needs
It will be impossible to find the best candidates if you’re not sure what you’re looking for. Take time to identify what it is your company needs to be a success, and what that looks like in a new employee.
Here are some things you might want to consider:
- What weaknesses are your business currently experiencing?
- What strengths are you looking for in a new hire?
- What goals do you want to accomplish by hiring a new employee?
It’s important to understand why you’re in need of a new hire and what role will they be fulfilling to help make it successful.
Step Two: Get Feedback from Managers and Supervisors
Tap into the needs and challenges that each department faces, to be sure that you’re approaching the recruiting process accordingly.
This is when you want to talk to supervisors to see what they want most. In some cases, it’s necessary to find highly qualified individuals who can bring experience and expertise to the position. In other instances, managers may prefer enthusiastic workers that are eager to learn new skills.
Before moving onto the next step, be sure that you’re aware of all of the different facets of each position.
Step Three: Develop a Strong Job Description
Communication and clarity are crucial when recruiting new employees. Not only should candidates fully understand what is expected of them, but you should know what they expect from the company.
While the latter part will come through in the interviews, a detailed job description is necessary to ensure you attract qualified candidates. Here is where you can outline everything that the job entails, including potential growth, and development opportunities.
By being upfront about expectations here, it’s much easier to filter out undesirable candidates, which will streamline the recruitment process.
Step Four: Promote the Position
An expertly crafted job description isn’t going to do much good if you don’t post it on the right sites. You need to understand where qualified candidates are going to be looking so that you can appeal to them directly.
While general job sites like Monster and Indeed are always good as a baseline, you should find additional resources to help you target your ideal demographic. Applicant tracking software can help streamline this process by allowing you to post jobs directly to multiple boards simultaneously.
Overall, it’s not just what you post, but where you post that matters.
Step Five: Filter Your Candidate Pool
Once your job offer is live, you’re going to get a slew of candidates, both qualified and unqualified. As you can imagine, you don’t want to waste time by interviewing people who don’t understand the business or the industry.
In this step, filtering candidates involves more than just looking at resumes. Again, in some cases, it may be better to go with a less qualified individual because you want to mold him or her to fit the position.
So, instead of focusing only on the resume, also look at cover letters and assessments. Pay attention to how a candidate responds to the posting and decide based on a variety of factors.
Be sure to write down your filtering strategy so that you can refer to it next time.
Step Six: Screen Your Candidates
Each level within the screening process should remove unqualified candidates, leaving you with only the best of the best.
During this step, you should be calling potential interviewees and asking some baseline questions. The answers to these questions can help you determine whether or not to move forward with an interview.
Also, write down your list of inquiries and update it regularly so that you can reference it for each candidate, as well as each new hiring spree.
Step Seven: Interviews
Asking the right interview questions can help decide if this person is a qualified candidate. Aside from the answers interviewees are providing, here are some other things to consider:
- Personality matters as much as experience
- Failure can lead to better candidates
- Focus on future potential (not just current needs)
You want to take a comprehensive approach to the interviewing process so that you can get a holistic understanding of each candidate. This way, you can be sure that you’re hiring the right person, not just the proper credentials.
Step Eight: Check References
Typically speaking, interviewees are an idealized version of themselves when talking in an interview. An excellent way to verify some of the claims that they provide is to check their references.
Step Nine: Hire Your Top Candidates
At the end of the recruitment process, you’ve settled on a candidate. Now it’s time to extend an offer. An offer letter is a detailed document that includes a detailed description of what the job entails and what the employee can expect from the job.
A contract outlines the full role and responsibilities of a position and provides a timeline of employment. Both documents must be signed by the prospective employee.
Step Ten: Onboard New Hires
Hiring an employee is just the first step. Now is when you want to facilitate a smooth transition into the workplace. Onboarding should not only include topical training but introducing new hires to co-workers and management.
We Can Help With Your Recruitment Process
If you want to be sure that your recruitment process goes well, let Balance Point take the lead. We’re well-versed in all of these steps, and we can make sure that you find and retain the best employees for your business. Contact us today to find out more and see how we can help.