Hiring can be a painful process, especially if it isn’t done right!
The hiring process is often both lengthy and arduous, for human resources, management and the candidates themselves. In companies of every size, business owners are so eager to be hiring the next superstar talent, they end up discouraging other good candidates in the process.
Starting with job postings that do not accurately reflect your company culture, vision or brand; lack of follow-up during the hiring and other missteps, there are so many significant opportunities missed. During the hiring, all members of an organization, from management, human resources and the boardroom to the rank and file employee in the mailroom, your main goal is to put your best foot forward.
- Write a description of your ideal candidate. As an example, decide on a detail-oriented or a big-picture thinker. To find the right person, it’s essential to know what kind person you’re looking for.
- Nail the job description. Give candidates an accurate idea about the job, with the nitty-gritty details of how, where and when employees are be expected to perform.
- As the flow of candidate resumes come, conduct initial interviews, makes assessments, and produce a short list of candidates for the hiring managers to evaluate.
- To get the most from early interviews, develop a list of pertinent questions to pose to every candidate, as well as the specific answers you want to hear.
- Knowing the right time to offer the job; creating a commission structure to deliver the results you want.
- Deliver a clear and smart training plan for all new hires, extending through the crucial first 90 days of employment.
- Stay involved by staying in regular contact, to coach the new hire through their first six-month employment period.
This infographic below, from employment screening and hiring company HireRight, has information taken from real-world job seekers.