Hiring the right employee for your business is a challenging process. Get it wrong, and it can be costly in so many ways; financially, in terms of time wasted and in lost productivity. Get it right on the other hand, and you can boost your company’s value, its profits and give a real boost to the overall work environment.
Depending on what sort of business you are and what industry you work in will dictate the best way to go about. Appointing a new mechanic for your small, local garage will require a different recruitment process from a large call center, for example.
These tips, however, should be considered by every business, no matter how big or small, when it comes to hiring.
Define the role you are advertising
You should start the hiring process by clearly defining what the role you are advertising entails by carrying out a job analysis. What are the duties of the position you are hiring for and what skills are required to carry them out successfully? This can then feed into an accurate job description.
The more accurate the job description, the more focused the hiring process. Applicants will have a clearer idea of what they are applying for, and that will also allow you to sort out the wheat from the chaff much easier when it comes to deciding who to interview.
Produce a skills and experience checklist
Once you’ve drafted your job description, you can use it to create a skills and experience checklist. If the position is for a bakery and requires that the employee have a certain level of food hygiene training, then add that to the list. If you are running an IT company and are seeking a social media specialist, include quantifiable Facebook and Instagram success on the list. The list should contain all the skills and abilities that a candidate has to possess in order to progress to the interview stage.
Review candidates’ credentials and applications
You can now go through each of the applications you’ve received for the role. If a candidates’ resume ticks all the boxes on your checklist, then chances are they are going to be a good fit for the job. Once you’ve gone through all of the applicants and kept only those who fulfill the criteria for the role, you should be left with a smaller selection to work with.
Prescreen your candidates
Face-to-face interviews can be costly and time-consuming, especially if you’ve got a double-figure number of candidates left in the process. Instead, pre-screen them. It involves an informal telephone chat in which you can ask questions and get a feel for the applicant before meeting them in person.
There are plenty of good prescreening questions that you can ask, but areas that you will definitely want to focus on is experience and salary. By asking the candidate to give a brief overview of their work history, you can see how that tallies up with their resume and look for any inconsistencies between what they say and what they’ve written. If there are, that might flag up that they aren’t being entirely truthful somewhere. Gauging what sort of salary they are looking for will tell you if they are within your budget and whether it is worth getting them in for a proper interview.
Invite them for a face-to-face interview
Perhaps the most crucial factor in the hiring process is the interview stage. It’s your opportunity to get an impression for the candidate and what they could bring to the business. While job interviews carried out by Silicon Valley companies such as Google have taken on almost mythical status for asking wacky questions like “If you could only choose one song to play every time you walked into a room for the rest of your life, what would it be?”, you’ll want to focus more on finding out about the applicant.
One area to focus on is quantifiable results. Their resume might say they increase turnover at their previous employment, but ask them how exactly did they do that and what were the figures? You should also ask them what they would do to improve your business. Any candidate worth their weight in gold will have already looked at your company and what you do and be thinking about ways in which they can help drive the business forward.
Carry out background checks
You might think you have found the perfect candidate after the interview stage, but background checks are absolutely vital for verifying that they are who they say they are and that their skills and qualifications are genuine.
These background checks can include speaking to former places of employment and education to get a feel for the candidate from those who have previously worked with them. A credit history might be necessary depending on the type of industry your business is in while you should also carry out a criminal history check.
Should that throw up any unexpected skeletons, then it’s important to look out each case in isolation. There might be an innocent explanation behind a criminal charge that, when considered, means that they are still the best candidate for the job – this article, for example, explains how a genuine mistake can when somebody has been charged with assault – https://www.dattanlaw.com/criminal-defense/assault-crimes/.
Consider where their personality will fit in with your business
The final decision to be taken comes down to the candidate’s personality. Many employers will subconsciously hire the candidate who is most like them. You know you are good at your job, so getting somebody who is identical will mean that they are good at it too, right?
Well, not always. How can your business hope to push onto the next level and generate exciting new ideas if the new blood is just a clone who thinks and works like you do? Sometimes, you want somebody a little different to challenge and offer a fresh perspective – but they must fit in with your business ethos.
Offer the job
Once you’ve interviewed, carried out your background checks and decided if the new employee is going to offer the personality and drive needed to take your business forward, then you are ready to offer them the job.
Don’t discard those you have rejected out of hand either. Offer them feedback on why they didn’t get the job and keep their resumes and details on hand. If another position comes available anytime, then their information is handy to have to avoid going through the whole recruitment process again potentially.