Save on labor costs from new hires that don't work out. No matter the type or size, all businesses benefit from having good hiring practices.
There are five key steps in good hiring practices: prepare, define, recruit, interview, and select.
Step One: Prepare
Assess your need to hire.
- Think about business strategy.
What is your business trying to accomplish? How will new staff add to and take away from what can be accomplished?
- Identify the unique aspects of your business.
How is your business different from other similar businesses? How should these selling points be explained to potential employees? How does it translates into the skills and attributes you are looking for in an ideal candidate?
- Make the hiring staff aware of key hiring considerations.
Does everyone understand company hiring practices? Does everyone understand the typical costs and risks of hiring?
- Think about the environment of your entrance and interview spaces.
How would someone unfamiliar with the space describe what they see? How might these spaces affect the perceptions of people coming in for interviews?
- Consider tax credits and other incentives for hiring.
Do you know about incentives for hiring veterans or individuals with employment barriers using the federal Work Opportunity Tax Credit program? Are you concerned about employee theft? Explore options to be bonded for new or current employees who may be denied coverage by commercial carriers.
Step Two: Define
Think about what your business needs from your employees and what you can offer employees?
- Think about the work you want done.
How many and what type of positions do you plan to hire? What are the duties and responsibilities of each position?
- Develop the qualifications you want the people you hire to have.
What minimum qualifications do you require for new employees? What other qualifications would you prefer the new employees have?
- Prepare a meaningful job description that includes as much information as possible.
Do you know how to write a meaningful job description that that is accurate and fits your needs? If not, use a no-fee, online Job Description Writer to write job descriptions using common skills, knowledge, tasks, tools, and technologies.
- Develop a compensation strategy that is appealing to you and a new employee.
How does hiring additional staff impact overall resource allocation for the business? How does your salary and benefits package compare with other employers?
Step Three: Recruit
Attract talented people to work at your company.
- Identify the key messages you want potential employees to know about.
Are the messages consistent with the image the business is trying to convey? Will these messages be appealing to job seekers?
- Develop strategies to search for qualified candidates.
Which job websites are good places to start? Where else should you post job descriptions to attract qualified candidates? Are your openings shared on the appropriate networks?
- Consider other places to find potential employees.
Does it make sense to promote someone already working for you? Would it save time and money to hire an external organization to find employees for you? How can you effectively use social networking tools?
Step Four: Interview Candidates
Interviews are an important but time consuming aspect in the employee selection process. You'll need to identify candidates' strengths and weaknesses, determine if their skills fit your needs, and get a sense of how they would fit with you and your team. Follow these interviewing tips to ensure that your interviews save you time and gets results.
Create a hiring guide
Interviews help you to assess if a candidate is a good fit for your business. A hiring guide allows you to prepare up front for your interview process. Guidelines also help in cases where questions of legitimate hiring arise.
- Use a standard format when more than one person is interviewing.
- Make sure all of your questions are legal and give you the information you need to make good hiring decisions.
- Develop interview questions that will get the best information for your decision making.
Traditional interview questions provide basic information about candidates' background and work history. Examples include:
- What experience most qualifies you for this job?
- What are your most recent job responsibilities?
- Have you ever supervised in any of your jobs?
- What do you like most about your most recent job?
- What are you most recent job-related accomplishments?
- Why are you considering leaving?
Behavioral interview questions are asked to see how candidates have performed in past employment-specific situations. Some hiring managers use them because they believe that past performance predicts future performance. Often this type of question starts with the following phrase: "Could you tell me about a time when you..." or "What would you do if you ever..."
Use the S.T.A.R. process to create behavioral questions that mirror your business' needs.
Situation: Define a situation or set of circumstance to ask the candidate about.
Task: What needs to be done?
Action(s): What did or would the person do to accomplish the task?
Result: What happened after the action(s) took place?
Step Five: Select
Use these tips to set up selection criteria before you start interviewing.
- Make decisions about interview selection.
How many candidates should be interviewed for a given position? What are the criteria you'll use to evaluate interviewees?
- Think about your interview structure and ways to conduct effective interviews.
What information will you need to make a hiring decision? Do you want to include an exercise or activity to help you assess a candidate's skill in a certain area?
- Develop a method to select a new hire.
Which selection criteria will be given priority? Who has the final say about who is hired?