Hiring great employees isnt always a cut-and-dried task, and placing the right job candidates into open positions can sometimes be a hassle. It doesnt have to be! Navigating the complex world of resumes, cover letters, interviews, and background checks can be challenging, but with a few easy habits and strategies, you can quickly hire the right person for your business. How do you find the perfect candidate? Read on to discover hiring best practices.
Write a Great Job Description
To bring the right people in, you need to let them know exactly what youre looking for, straight off the bat. Writing a great job description can put you leaps and bounds in front of the competition, and pull in qualified applicants from the start. List the required qualifications and skills (including soft skills), and describe what the role looks like. You should also focus on the benefits the job would provide for an applicant. Whats the company culture like? What are job-specific perks? Why should the applicant want to work for you? Answering these questions will help you craft a compelling listing.
Expand Your Reach
Dont post on a single listing site and expect to get star applicants. To find the best pool of candidates, expand your reach by posting your job listing on as many viable listing sites as possible. You can start with the basics like Craigslist, but move onto bigger opportunities like Indeed, Monster, and even LinkedIn. The further you cast your net, the more applications youre bound to reel in.
Lean On Your Network
Youve created relationships with other vendors in your industry use them! Reach out to your network to find qualified applicants. Ask industry peers to refer candidates, and you may find your next employee. You can also use industry connections to verify that your candidates have the experience they say if an applicant says they worked at a local agency, reach out to a contact there and confirm.
Hold Panel Interviews
Instead of interviewing a candidate one-on-one, set up a panel interview. This saves time for your team and for the candidate. Additionally, different members of your team may have differing opinions on the way a candidate answers questions having insight from multiple members can help you make a more informed hiring decision.
Ask the Right Questions
Holding interviews can be a labor- and time-intensive process, so youll want to ensure youre asking the right questions and using your time efficiently. You can ask the basic ice breaker questions to kick things off, but try to make your questions unique it will prompt more in-depth answers that give you a better view of the candidate. Also try to ask situational questions that will show you how an applicant might handle a particular scenario.
As you determine the questions you plan to ask, make sure youre avoiding any hot-button topics that could land you in hot water with the law. Avoid questions that touch on the following:
- Marital or family status
- Health and/or physical abilities
- National Guard or reserve status
- Location of the employees home or his/her commute
Have a list of questions prepared, and if you choose to forgo panel interviews, make sure each interviewer has a different set of questions.
Run Thorough Background Checks
Choosing to forgo a background check is one of the worst hiring mistakes you can make. While interviews and resumes provide a good cursory glance at a candidate, certified screenings are the only way you can verify that what an applicant has told you is true. Use a background check company that provides FCRA-compliant screenings, and look for common red flags. Check criminal records, employment history, and verify that the person youre interviewing is who they say they are. If the position requires an employee to handle sensitive company information or financial data, make sure youre also getting a look at their credit history.
While hiring new employees can be a source of frustration, with a few of these best practices under your belt, you can make the process more efficient and find the perfect fit for your open role.