Employ The Best Workers By Following These 7 Steps

Employee recruitment and retention is one of the primary challenges facing employers now.One common mistake small businesses make when recruiting new staff is to not follow a defined process. In doing so they are, in consequence, ensuring their recruitment efforts are going to be haphazard at best.

Hiring the wrong employee is expensive and disruptive to your existing employees, as well as time consuming. Hiring the right employee, on the other hand , pays you back in increased productivity, a successful employment relationship, and a positive impact on your total work environment. Effective recruitment results in an organization hiring employees who are skilled, experienced, and good fits with your corporate culture.

This guide for hiring employees will help you systematize your process for recruiting, whether it’s your first employee or one of many employees you are hiring. Laying out a disciplined series of activities makes it simpler to follow the status of the hiring procedure throughout its diverse stages.

Preparation

Defining the need for a new employee (either a new position created or replacement of vacating staff). Decide on lead times for filling the position/s . Discuss the role with the section manager,key employees and (if you have this position) your HR representative. Develop and prioritize the key requirements needed from the position and the special qualifications, traits, characteristics, and experience you seek in a candidate. These will assist you in writing the classified ad; framing interview questions; and screen resultant resumes for potential candidate interviews.

If it is a new position, research the market for a salary range that is right.Add any benefits, bonuses, commissions etc that may be applicable. These can be used as “sweeteners”.

Develop The Job Description

Based on the defined business skills gap and functions you want performed, document the Job Description. This is an important document used both internally and when communicating with external recruitment agencies.

What are the functions the new hire is going to perform?Can you map out the functions to be performed by the new hire?

Has the skill set of the encumbent been defined and is it up to date – taking into account training.

What are their duties and which department are they working for?

Define the hours they will work and the important tasks and outcomes expected of them. Agree the selection criteria to be satisfied. This will be critical when assessing applications and candidates.

Choose The Interviewers

Determine the interview panel or persons that will be creating the candidate interview questions and test activities. The interview procedure may be carried out by one or multiple staff members. Ensure it is clear who is reponsibie for conducting the interview procedures and for communicating with the candidates throughout the complete process. The interviewer you select will have a large impact on the quality and appropriateness of the candidates chosen for the position.

Decide-Internal Or External Hire?

Brainstorm potential ways to locate a well-qualified pool of candidates for each position.Work out whether this position is going to be filled by a qualified internal candidate. If so, distribute an email to notify staff that you are hiring employees. Otherwise you can:

Use word-of-mouth to spread the information about the position availability in your business and to each employee’s network of friends and associates.
Network and post jobs on online social media sites such as Twitter and LinkedIn.
Ask your employees to publicize the position through their online social media networks.
Place a classified advertisement in bigger circulation newspapers.
Post the position on jobs and newspaper-related websites – include the company website.
Post the position on professional association websites.
Contact several university vocation centres.
Get in touch with Recruitment Agencies

Screen Candidates

Screen resumes and/or applications against the prioritized qualifications and criteria established.
For the candidates whose credentials look like a good fit with the position arrange a telephone interview as a first step.
Schedule qualified candidates for a first interview.
Tell the candidates the timeline you anticipate the interview process will take.
Ask the candidate to fill out your job application form.
Give the candidate a copy of the job description to review (if they haven’t already seen it).

Hold interviews.

Make sure each interviewer is clear about their role in the interview process. (Culture fit, technical qualifications, customer responsiveness and knowledge are several of the screening responsibilities you may allocate to individual interviewers.) Interviewers should follow a integrated approach and fill out the Job Candidate Evaluation Form post interview.The Recuitment Evaluation Form is to be filled out after the interview as a discipline in keeping the whole exercise structured.

Conduct interviews during which the candidate is assessed and has the chance to learn about your organization and your needs.

Fill out the Job Candidate Evaluation Form for each candidate interviewed.
The interview panel meets to determine which (if any) candidates to invite back for a second interview. They compare their notes and the criteria checklist.
Determine the appropriate people to participate in the second round of interviews. This may include potential coworkers or even customers. Only include people who will impact the hiring determination.
Schedule the next round of interviews.
Candidates participate in any testing you may require for the position.
Interviewers fill out the candidate evaluation form.

Select The New Employee

To rule out any remote chance of a criminal history, have a police check performed – just in case. Touch base regularly with the high potential candidates by email or telephone as you do not want to lose them at this point to your competition! The feed back from the interviewers, along with the scrores recorded against your selection crriteria, can be collated and assessed when choosing the right candidate.

Agree a package to offer the candidate
Prepare a written offer letter that offers the position, states the salary, reporting relationship, and any other benefits the candidate has negotiated or the company has agreed.
Once the candidate signs the offer documentation to accept the job, schedule the start date.
If there aren’t any suitable candidates start the process again.

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Employ The Best Workers By Following These 7 Steps

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