The future of your business depends on your hiring practices. By creating a structured and thorough hiring process, you’re taking the necessary step to attract the right talent for your business. The proper talent will help shape your company’s culture and without a useful hiring process, you’ll be wasting essential resources, time and money.
Even with a hiring process, you may still face a set of challenges hiring the right people. During your hiring process, be careful and mindful of these common but avoidable mistakes:
Hiring at the Wrong Time
A common issue is finding the right time to hire an additional employee. It is a difficult task to balance the need to hire more people while avoiding overspend on payroll. Hire only when you need to. Find the details of the vacancy on your team. Do you need a full-time employee, or is this a seasonal add-on? Will an entry-level candidate work, or do you need someone with a sizeable amount of experience?
Rushing Hiring Decisions
Rushing your decision is one of the most frequent mistakes made during the hiring process. Many times, this leads to a bad turnout and a decline in company growth. When a spot becomes vacant, you may feel the necessity to hire immediately. While filling the spot is of primary importance, this does not mean you should ignore leading a careful background check and following the hiring process. Hiring a poorly equipped candidate will likely lead to hiring an employee lacking the necessary skills and attitude to succeed.
Starting 2019 with a new culture, increased growth, and sales starts with implementing the right hiring practices. Doing so will increase your chances of finding and retaining the right candidates to successfully fulfill any openings, saving your business time, money and resources as well as setting the company up for long-term success.
A clear hiring process is cost efficient and will simplify how you find and qualify candidates. A complete hiring process contains the following key steps:
- Appropriately distinguish and define the job position
- Promote the open position on job boards
- Select the ideal candidate that checks all the boxes
- Verify and confirm skills through interviews
Defining the Vacancy
When defining the open position, be concise and accurate. To land the ideal employee, you need to lay out a clear and transparent description. A lengthy description will attract a crowd of applicants that are not fit for the job.
Clearly list and explain the job responsibilities, desired qualifications and required work experience. Including a few sentences about the company culture and work environment can attract more suitable applicants. Clarity early in the hiring process will thin the field of applicants and improve candidate quality.
Advertising the Job
When creating a hiring process, advertising will be the most time consuming but also most important step in the process. Job boards and websites may be used to advertise job openings and attract skilled individuals to the position.
Embracing digital trends and social media is an effective way to reach out to more individuals. LinkedIn has become popular for employers and candidates to get extensive background information before offering a potential interview. Like most employers, you’ll probably do a standard background check on applicants, but the candidate’s social media profiles can offer more details about the individual as a person and an employee, for better or for worse.
Connecting with Potential Candidates
When you begin receiving applications, be responsive and enthusiastic. If a highly-talented individual doesn’t sense that you care, they’ll quickly move on to find a company that does. When connecting with prospective employees, your attitude should reflective the company culture and values. Use yourself or your hiring manager as an example of your business’s core values.
Making an Offer
When sharing the news of a job offer, share it over the phone. Informing a candidate over the phone is a more personal delivery than an email. It’s also a great opportunity to help make the candidate feel valued. Follow up the phone conversation with a written offer that provides details such as: Job title, description, office location, when to report, and rate of pay/period.