Seven Steps to Hiring the Right People
- Clearly define job responsibilities… To find quality employees, you must first determine what it is that you want them to do. Consider all direct and associated responsibilities and create a written job description. And be specific with the job title - the title should accurately reflect the level and the responsibilities involved.
- …and what it will take to do them. Fulfilling the job responsibilities will take some level of skill and experience, so your next step is to determine what is needed for someone to come in the door and be able to do this job. Be realistic with your expectations. Setting the bar too high may limit your available talent pool; setting it too low may result in a flood of applications from individuals who are not at all qualified for the job.
- Make it worth their while. Just as you don’t want to set the bar too high or too low when it comes to skills and experience required, you don’t want to be overly generous or restrictive about compensation. There are many salary surveys available through associations and large consulting firms, as well as wage data you can access through your state’s Department of Labor. There are also websites that offer free salary survey data based on the job description and geographic area. Do your research in advance to understand what the prevailing wage is for the job you’re trying to fill, so you can ensure you’re paying within the market range.
- Get the word out. There are many ways to advertise your job openings. Advertising that will cost some out-of-pocket dollars include print advertising in your local paper or through various trade associations; posting on major job boards and career sites; renting a booth at a career fair; hiring a recruiter and paying a placement fee, and many more options. Some low-cost to no-cost options include advertising the job on your own company’s website; posting the job on relevant LinkedIn groups in your community and industry; and asking employees, customers, vendors and friends for referrals.
- Interview candidates. By clearly identifying the role and requirements, it shouldn’t be too difficult to identify candidates for consideration. Schedule interviews and prepare in advance - review the candidate’s resume, prepare questions and give the candidate your undivided attention during the interview. After the interview, make notes of key points while the conversation is still fresh in your mind.
- Check references. While you certainly want to believe what candidates tell you in an interview and on their job application, never assume. Contact references to get more information about the candidate’s background and experience to ensure what the candidate has told you is accurate. You should also verify previous employment dates and education level, either by doing it yourself or by outsourcing it to a professional background check vendor.
- You’ve found them - now keep them. Hiring the right people takes a lot of time and investment, so don’t let that investment go to waste. Provide training and professional development opportunities and openly communicate with your employees to ensure both you and your employees continue to be satisfied with the relationship.
Leave a Reply
You must be logged in to post a comment.
