Recruiting Done Right
10 steps to finding and hiring the right person for the job
By following these ten basic steps, you’ll be better able to identify and hire the best people and ultimately realize a higher return on investment for your organization.
1. Develop a focused job description
The time you spend writing a detailed job description now will pay off later as you advertise the position, screen résumés and conduct interviews. Ask other employees and even clients who will work closely with your future hire for their input as well.
2. Cast a wide net
Post ads on local and national job websites, in newspapers, on your own website and through media and professional associations geared to your business. And never forget the power of word of mouth – your employees and industry contacts can be the most valuable recruiting resource.
3. Consider an Applicant Tracking System (ATS)
For a low cost, you can easily manage high levels of response to your position. An ATS will quickly sort through résumés and automatically identify qualified candidates so you can find, engage and recruit the right calibre of staff more efficiently.
4. Wade through that stack of résumés
Compare each résumé directly against your job description and short list only those that clearly make the cut. Then further reduce your list of candidates by performing a phone screen to uncover where a candidate is at in their job search, salary expectations and more details about goals and experience.
5. Ace the interview
Use the job description you developed to create a list of focused interview questions. Make sure you ask open-ended question so the interviewee does most of the talking and try to ask all candidates the same questions so you can easily compare responses post-interview.
6. Consider more than one interview… and more than one interviewer
Because the costs of hiring the wrong person are so high, it pays to conduct two, three, four (and sometimes more) interviews. To gain a different perspective, invite other managers to participate in or conduct their own interviews
7. Do background checks
Background checks can include criminal checks, credit and ID checks, employment and education verifications and more. Background screenings are quite inexpensive and improve the safety of your workplace, protect you from negligent hiring litigation, decrease workplace theft and improve the quality of hire.
8. Extend your offer
Offer your top candidate the job in writing… and in person so you can address questions and make a personal connection. In the event your candidate wants to negotiate some of the terms, decide before you present the offer what is negotiable and non-negotiable for you.
9. Welcome your new employee aboard!
When welcoming a new employee, go beyond traditional one-day orientation practices. Your on-boarding plan should last from several weeks to one year… or even more. Solid on-boarding strategies help new employees feel more welcome and motivated, accelerate time-to-performance and increase job satisfaction and long-term retention.
10. Know when to call in a professional recruiter
Outsourcing your recruiting process can help you lower recruiting costs, source better candidates, speed time-to-hire, ensure regulatory compliance and free up internal resources. You can outsource almost all of your recruiting duties or just seek professional assistance with a few key areas – such as applicant tracking or background checks.
Whether you’re looking to hire one new employee or several, a focused, step-by-step approach to recruiting will not only result in better hires… it will keep you a step ahead of the competition.