Smarter Employee Hiring in 10 Common Sense Steps
Hiring employees doesn’t have to be frustrating. Believe it or not, there really are people out there who will be loyally dedicated to your company and work hard for your business. When you can’t find them, don’t just settle. Instead, use these 10 steps to help you find workers worth hiring.
Step #1: Have a Plan
A lot of companies wait until their potential employee arrives to start the interview process, but preparation should begin long before your candidate walks through the door. If you’re not ready, you’ll miss out on a lot of key bits of information that could cause you to blunder in your hiring choices. To get ready, write down questions that cover the spectrum from experience to character to long-term plans.
Step #2: A Rough Idea Isn’t Enough
Knowing the kind of person you want for a particular job opening is great, but unless you have specific ideas, you’ll miss the mark every time. There are people who are just plain wonderful, but they’re a poor fit for the job you’re filling. The way to avoid this problem is to think through the position you’re hiring for and then write it all out in a detailed job description so you can match the skill set of candidates accurately.
Step #3: Determine Full- or Part-time
It can be a good idea to determine if you’re able to fill the position on a part-time basis before hiring someone full-time. This can help you in a couple of ways. First, it obviously costs less to pay a part-time employee. More importantly, you can gauge the fit of the person and bring him or her on full-time if it turns out you need to.
Step #4: Ask Around
Referrals are one of the most missed opportunities for finding a great employee. Oftentimes there’s a fear that hiring someone you have connections with can bring in all kinds of problems. That may be true, but it has an even greater possibility of connecting you with a person who comes highly recommended and will stick around. Ask everyone you know if they have any referrals that might fit the position you’re looking to fill.
Step #5: Check Your Own Circle
It’s a good idea to avoid posting your position to online job boards until after you’ve looked within your own sphere. You can let people know you’re looking to fill a position by spending time at networking gatherings or even on your business network via social media. You’re much more likely to find someone who at least has an acquaintance with your brand, as opposed to someone completely unfamiliar.
Step #6: Work with a Head Hunter
Another great option is to work with a recruiting agency or an in-house recruiter. Generally speaking, head hunters have connections with a wide range of professionals, and they’re aware of which ones may be a good fit for your opening. It’s a worthwhile endeavor because this relieves you of the stress of finding a qualified candidate. In addition, most hires via recruiter come with a certain level of guarantee, just in case things don’t work out like you hoped.
Step #7: Train New Hires
It’s incredibly important to make sure your new hire is properly trained from the word “go.” You may need your new employee to function at top speed now, but if you don’t take the time to teach him or her the ropes, you’ll end up frustrated and facing extra work later.
Step #8: Watch the Newbies
Check up on your new employees within a couple of weeks and assure them that you’re available if they have questions or concerns. This helps avoid panic and keeps them focused on doing a great job.
Step #9: Tell it Like it Is
Be honest with all job requirements, even if that scares some candidates away. You don’t want someone to start and then become upset because he or she didn’t know things. For example, if there’s mandatory overtime or occasional weekends, tell employees up front.
Step #10: Keep Adjusting
If you do lose an employee, make the most of it by finding out why he or she left. If the cause is something that could have been avoided, change your approach for the next time to cut out future loss. Stop by our other WordPress page, and post your comments or resource links to debate this matter further.