10 Steps for Hiring The Right People

No matter the job, it’s important to hire the right people for it. Every hiring manager should know that hiring the right person can have a positive impact on the overall production and working environment of their company.

So, how do you pick the right person for the job?

Here are 10 steps (and tips) to make your next hiring venture a success!

1. Define the Job

“First, you must be able to know what the job is, so that you can explain it well to potential candidates,” says Jayden Pollard, a career writer at PhD Kingdom and Origin Writings. “Defining the job means collecting information about the duties, responsibilities, necessary skills, outcomes, and work environment. It helps you create a recruitment strategy later on in the hiring process.”

2. Reaffirm Requirements

When defining the job, make sure that you have a list of requirements. Clear and concise job description and responsibilities allow applicants to judge themselves first before applying. Plus, this list will help you get the right candidates upon launch.

3. Plan Recruitment Strategy

Once your job is well-defined, then you must establish a recruitment strategy. A one-size-fits-all approach won’t work as recruiting practices can change depending on the specialized skills and experience required. If you need any assistance in recruiting, make sure to have a professional recruiter at your disposal when you post the job. If necessary, work with employment agencies so that you can recruit the right people at the right place.

4. Get to Know More Qualified Candidates

If you feel strongly that a candidate has potential, then it’s imperative that you establish a relationship with them. Developing relationships with potential candidates long before you need them can help you create a large pool of candidates (or talent pool) when you have a position available.

5. Review Resumes and Applications

Now is the time to refer back to your job description. As you review resumes and applications, make sure that you create a bullet-point list of qualifications and requirements that the applicant may or may not have. The most qualified candidate will have all (or, in some cases, most) of the desired qualifications and requirements.

6. Prescreening

Prescreening candidates is crucial because it saves the interviewing and selection committee time during the hiring process. While a candidate may look and sound good on paper, a prescreening will tell you if they’re truly qualified or not.

7. Ask the Right Interview Questions

And now, for the moment of truth: interviewing your candidate.

Considered the most predominant part of any hiring process, employers and interviewers must make it count by asking the right questions to the interviewee. Remember that the purpose of asking job interview questions is to get to know more about the candidates, and why they believe that they’re a good fit for your company. This helps you separate the desirable candidates from the average.

8. Let Candidates Interview You

As you interview a candidate, allow them to ask his or her own questions. When they ask you questions, be sure to provide detailed responses. Chances are, you can learn a lot about a potential candidate from the questions they ask. Then, use their questions to continue the conversation and learn as much as possible about them.

9. Do Background and Reference Checks

“You must check references and run a background check on your candidates,” says Angela Holbrook, a business blogger at Academic Brits and Next Coursework. “That means verifying all the presented credentials, skills, and experience from your interviewed candidates.”

Keep in mind that background checks should include:

  • Work references (i.e. former supervisors)
  • Educational credentials
  • Employment references and actual jobs held
  • Criminal history
  • Credit history (if applicable to the job)

10. Make A Job Offer

Finally, the job offer! You’re here to congratulate the candidate for being selected for the job and provide them with a formal job offer.

The job offer letter will act as a confirmation of the verbal agreements negotiated between the candidate and the organization, including salary and benefits. Make sure that all conditions are agreed upon by all parties before moving forward in the hiring process.

Conclusion

As you can see, from these 10 steps, hiring the right people is essential to running a great company. Although the hiring process might take some time, if you follow these tips, then you can rest assured that you’ve selected the right person for the job!

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