Hiring the right employees can be a challenge, especially since if you end up hiring the wrong ones, it can be very expensive and time-consuming.
The process that goes into making sure you hire the right person is a meticulous and arduous one. But if you do it right, it brings much benefit to your company such as having an employee that will stay with you for longer, who can bring the right skills and fresh ideas needed and who can help raise employee morale.
Create a job analysis and description
In order for you to make sure you attract the right candidates, you first have to know what exactly the job entails. Developing a job description comes from performing a job analysis for the role you are hiring for. This requires collecting information about the fundamental responsibilities, duties, necessary skills, and core functions needed to be successful in the job.
Doing a proper job analysis means reviewing the day-to-day responsibilities of current employees, making sure it’s as thorough as possible so you’re able to find someone qualified who can do the job correctly. From there, you can create a job description that will attract the right person. The analysis will also help you build a candidate profile, which is a list of qualifications and qualities that you want in a candidate.
Post the job advertisement
Now that you have made a proper job description with your job analysis, it’s time to plan your recruitment strategy. Together with your hiring manager and a recruitment team, you need to think about where you can attract the best applicants. Sites like LinkedIn are a given, but you should also post to other social media platforms like Facebook, Twitter, and Instagram.
What should the ad sound like? It must be clear and to the point while effectively selling both the position and the business. Especially if your company is most likely unknown, you need to advertise how working for you would be beneficial to the applicant. Bulleted lists of qualifications, skills, experience, and characteristics also make it easier for the applicant to know right away whether they are a good fit.
Make sure you also create an application form so you get uniformed responses from candidates and it’s easier to compare them with each other.
Review credentials and shortlist candidates
Creating a checklist makes it easier to shortlist candidates from their credentials. It will help you systemize your hiring process and keep track of your recruiting efforts.
The checklist’s criteria is based on the skills and experience needed for the role and you use it to evaluate which applicants are best suited for the job. Once you’ve shortlisted a few candidates, it’s time to think about the interview.
PRO RECRUITING TIP: Make sure you keep the other candidates who didn’t make it to your shortlist on file for when another position opens up in your company. This is called building a talent pool and this will make hiring your next employee easier.
Ask the right interview questions
The interview is the most important part of hiring, where you can truly find out whether a candidate is the right fit for the role and your company. Anyone can sound good on paper but with a job interview, you can see for yourself whether an applicant is legitimate.
When preparing the interview questions, make sure you use a standardised structure so that results will be consistent, much like the application form during the beginning of the hiring process.
Most interviews are the same and when candidates prepare for them, their practiced answers can easily start to sound similar. Create questions that have a scenario in the work environment so you can see how the candidate would act in that situation, and that way you get unique answers. Watch out for characteristics that you won’t get from the answers as well, such as confidence, politeness, enthusiasm, and good communication skills.
Assess the final candidates
Once you have a list of the final candidates that survived the interview, make sure to have other people in the decision committee. Deciding by yourself who gets the job might make you tempted to choose the candidate who is most like you, who you know will do the job the way you like it. But what you should really do is objectively hire someone with a different perspective, who can offer fresh ideas and new ways of thinking.
Your company doesn’t need employees who are all the same. A great company culture comes from having people from all walks of life who can challenge each other and you to be better at what you all do.
Partner with us
Does all that sound like a lot? It is. The sourcing and recruiting process alone can be a time-and-money-consuming process.
Which is why you should partner with us so we can take care of all of that for you. Remote Workmate has a very thorough method of screening and interviewing applicants so that all you have to do is the final interview and choose your candidate.
We also help with onboarding, HR, and payroll to make your working relationship with your Workmate as successful as it can be. Hiring the right person goes a long way to saving your business a lot of money in the long run.
Ready to talk to us? Schedule an obligation-free session with us so we can learn more about your hiring needs by clicking the button below.
